| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 舒代夏 | zh_TW |
| DC.creator | Tai-hsia Shu | en_US |
| dc.date.accessioned | 2010-7-26T07:39:07Z | |
| dc.date.available | 2010-7-26T07:39:07Z | |
| dc.date.issued | 2010 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=974307028 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 人才管理三大基本元素：評量標準 ( 職能模式 )、評量工具、人才發展計畫和制度，其中又以職能模型最為優先(林文政，民97)。營業司機是H貨運公司最受重視的職務，故本研究以建立其職能模型，找出複製優秀員工的「模子」，為企業打造競爭力。
本研究的目的主要是：
1.透過專家會議，建立H貨運公司的SD職能量表。
2.分析量表信效度，發展出H貨運公司的SD職能項目。
3.依上述之職能項目，提出後續的建議。
為達上述目的，本研究採用專家會議的方式進行，並且以因素分析、信度分析(Cronbach’’s Alpha值)、相關分析等驗證職能項目的信效度。本研究進行迴歸分析後，統計結果亦說明模型具有不錯的預測能力。
本研究建立之職能模型，分別是：親和力、專業知識、運算力、體力、注重外表、溝通互動。
| zh_TW |
| dc.description.abstract | There are three parts in the talent management system, and the first step is creating a competency model. In H transportation company, Sales Driver is one of the most important jobs. Therefore, trying to provide the competency model of Sales Driver is the purpose in this study.
The study outcome includes:
1. A manager competency assessment was designed for Sales Driver.
2. Discussion and analysis for the reliability and validity test result.
3. Suggestions for the assessment improvements.
| en_US |
| DC.subject | 司機 | zh_TW |
| DC.subject | 運輸服務業 | zh_TW |
| DC.subject | 職能 | zh_TW |
| DC.subject | 專業職能 | zh_TW |
| DC.subject | 職能量表 | zh_TW |
| DC.subject | Competency | en_US |
| DC.subject | Measurement of competency | en_US |
| DC.subject | Sales Driver | en_US |
| DC.title | 流通服務業營業司機職能之探討─以H貨運公司為例 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | A competency model study of sales driver in a transportation company. | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |