人力派遣行業招募管理師專業職能量表之建立Establishing; a competency model for recruiters of dispatching agencies

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/43952

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/43952

Title:	人力派遣行業招募管理師專業職能量表之建立Establishing;a competency model for recruiters of dispatching agencies
Authors:	劉玉娟;Yu-chuan Liu
Contributors:	人力資源管理研究所
Keywords:	職能模型;人力派遣;招募管理師;Competency model;Recruiter;Manpower dispatch
Date:	2010-07-14
Issue Date:	2010-12-08 14:44:09 (UTC+8)
Publisher:	國立中央大學
Abstract:	近年來，市場上的激烈競爭，使得企業的經營模式也需不斷推陳出新。我國政府為因應國際的發展趨勢及勞動彈性化時代的來臨，行政院於2004年3月31日，將「人力派遣」列入重點發展服務業之一。當企業開始大量運用派遣之際，也意謂著派遣公司需具備強大的能力，方能因應要派企業的人才需求。實際上，一家派遣公司背後強大能力來源之一即是招募管理師，因為招募管理師是要派企業與派遣員工之間一重要的橋樑，招募管理師需給要派企業合適人才，且同時替派遣員工尋找合適的工作。本研究探討人力派遣行業招募管理師所應具備的職能並編製招募管理師專業職能評鑑量表。首先與人力派遣行業五位招募管理師進行行為事例訪談，再進行兩位專家訪談，以確認職能項目與關鍵行為指標是否符合人力派遣行業招募管理師所需的職能，並邀請12位實務界與學術界之專家學者，進行重要性問卷之調查，隨後進行量表的預試與正式問卷施測。在正式施測之問卷回收111份問卷後，隨即進行信、效度的檢驗，並區別出「人際瞭解和顧客服務取向」、「彈性變通」及「主動積極」等三項職能構面，三構面的內部一致性信度係數介於.83至.85之間，且量表之累積解釋變異量達到67.937%。近年來由於企業所屬外在環境不斷改變，企業也愈來愈重視知識與人力上的管理，在這個背景之下，職能的觀念便可成為管理上最佳的選擇之一。人力派遣行業應發展一套完善的職能模式，運用在針對招募管理師的訓練發展、績效評核、晉升、招募活動上促使組織發展與招募管理師運用的適配性達到最佳化。亦可根據職能評鑑結果，分為內隱與外顯職能，尋找內隱職能符合企業所需的招募管理師，再針對人才缺乏的外顯職能進行教育訓練，以達到最大的效益。Recently, enterprises change continuously due to market’s intense competition. In order for Taiwan’s government to react international development needs and meet the needs of labor flexibility, the Executive Yuan issued「Manpower dispatch」is incorporated in one of the key projects in the service industry in March 31, 2004. With the enterprise’s extensive use of manpower dispatch, dispatching agencies also need to have strong abilities to react client’s needs. As a matter of fact, one of the great sources of dispatching agencies is their recruiters because recruiters not only serve good communication channels between client organizations and dispatched workers, but they also provide client organizations with appropriate dispatched workers and simultaneously provide dispatched workers with appropriate jobs. The main purpose of this study is to discuss what competencies recruiters of manpower dispatching agencies should have, and this study is also hoping to establish a competency model for recruiters of dispatching agencies. In the first place, this study conducted behavioral event interviews with outstanding dispatching agency recruiters and also conducted expert interviews to build up competency items and critical behavior indicators. In addition, the study conducted importance analysis with practitioners and academia-experts. After the importance analysis, this study conducted reliability and validity test of the items obtained. The study finally concluded three competencies for recruiters: “Interpersonal understanding and Customer-oriented”, “Agility/Flexibility”, and “Proactive”. Recently, due to continuous environment transforms, enterprises think highly of knowledge and manpower’s management. In this context, the concept of competency is becoming one of the best management options in organizations. Manpower dispatching agencies should develop a comprehensive competency model, using competency model in training and development, performance appraisal, promotion and recruitment in order to optimize organization development and employee development. Moreover, the results of the competency are divided into internal and external competency. When recruiting recruiters, enterprises should look for internal competency to meet the needs of the organizations and should train new recruiters with external competencies.
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