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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/10839


    Title: 人力資源專業人員職能之研究-一項追蹤性的研究;Human resource professionals' competency study: A follow-up study
    Authors: 陳新和;Hsin-ho Chen
    Contributors: 人力資源管理研究所碩士在職專班
    Keywords: 職能評鑑;職能;人力資源專業人員;Human Resources Professional;Competency Assessment;Competency
    Date: 2008-06-18
    Issue Date: 2009-09-22 14:08:01 (UTC+8)
    Publisher: 國立中央大學圖書館
    Abstract: 本研究是一項對於人力資源專業人員職能的追蹤性研究,主要是要探討國內人力資源專業人員,在時間改變下的發展狀況。透過再一次的資料蒐集,進行與2001年的研究作比較,並作趨勢分析,研究結果將可作為企業的人力資源專業職能模型參考依據。 研究結果顯示,人力資源專業人員的七項職能群組,平均分數比2001年高出一些,其中代表的意義為這些年來,國內企業界的人力資源專業人員,都已經慢慢朝加強本身專業職能,以及改善的方向邁進。另外,有關職能群組與人力資源專業人員工作績效相關性,不論是在自評或他評的部份,都具有顯著性的相關,表示這七項群組都有顯著性的效標關聯效度。 整體而言,本次追蹤研究對於在各項職能構面上,對於人力資源專業人員的工作績效解釋能力的順序,與2001年作比較差異甚大。診斷與輔導此項職能,對於工作績效的表現最有影響力,企業經營管理知識職能則躍升至第二,自我發展職能為第三,其餘功能性人力資源職能、進階性人力資源職能、溝通與協商這三項變化不大,策略性人力資源管理職能卻落居最後。其次,在產業別比較分析上,此次研究很明顯地在三種產業中,人力資源專業職能對於工作績效的關聯度都比較接近一致,並非如前次研究以電子業最高,而汽車及零件業相對比較起來偏低。整體比較這兩階段的七項職能構面,自我發展的這一職能構面,在三種產業之中,都是維持在前三名。其他的構面,則因為研究階段或產業別而稍有變化,因此,自我發展此項職能,在人力專業人員與高工作績效的影響,佔有非常重要職能之地位。 This is a follow-up research project focusing on human resource professional competence in Taiwan. The main purpose of this study is to explore the professional development of human resource associated with time change. Through the second wave of data collection, comparisons between findings of this study and those in the 2001 study as well as the trend analyses were conducted. Results of this research can be used as reference for competency models of enterprise human resource professionals. Results of this study indicated that the average scores reported by human resource professional on the seven competency domains in the present study were higher than those obtained in 2001. The finding suggests that human resource professional in our domestic enterprises has slowly moved toward the direction of strengthening their own career competency in the past few years. In addition, there are significant correlations between the seven identified domains and performance of human resource professional in both self-report and other-report parts which suggest there are significant criterion-related validities on all seven domains. On the whole, the sequence regarding the predictive abilities of the seven competence domains on human resource professionals performance differs from the one found in the 2001 study. The competency domain of diagnosis and counseling was found to be most influential on participants’ work performance; knowledge of business competence jumped up to be the second strongest predictor; and self development competence was the third. There were no obvious sequential changes of other three competence domains—functional human resource, advanced human resource, and communication and negotiation. The competency domain of strategic human resource, however, was found to have the least predictive power in the present data. When comparing the magnitude of the associations between human resource professional competency and their performance, findings of this study indicated a higher consistency among three major industries, unlike the findings in the 2001 study that the electrical industry had significantly higher correlations than auto and accessory industries. Overall comparisons of the seven competence domains across the two waves of data indicated that the self development competency domain remains in the top three rank for all three major industries whereas other domains vary. Therefore, the self development competency occupies a very important position for performance of human resource professional.
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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