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博碩士論文 etd-0716112-230143 詳細資訊
Title page for etd-0716112-230143
論文名稱
Title
從派外人員來看以職能選才對績效的影響
The Impact of Competency and Performance in View of Expatriate Employee
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
93
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2012-06-15
繳交日期
Date of Submission
2012-07-16
關鍵字
Keywords
職能、績效、派外人員、教育訓練
Training, Performance, The expatriate employees, Competency
統計
Statistics
本論文已被瀏覽 5860 次,被下載 397
The thesis/dissertation has been browsed 5860 times, has been downloaded 397 times.
中文摘要
隨著經貿國際化腳步,跨國企業開始衍生,據點也全球化佈局,而人才也隨之在國際間調動,其中中國地區由於相關成本低廉及內需市場的擴大,近期國際人才開始往中國調動,但相較文化相近,大量的台灣人才進軍中國勞動力市場,然而人才派駐前仍須考量許多因素,才能使之派駐人員穩定,達到好績效,完成任務。派駐的職缺可以優先因應職缺屬性、產業特性找到適應的職能項目,再來篩選人才,加上配套措施,人員才能有卓越的績效,達到組織的目標。

根據本研究訪談資料加以分析、探討,歸納出四項命題,如下:
命題一之一:派外人員選才標準,人格特質重於專業職能,其中人格特質又以「對多元文化的包容力」為重要的考量項目。
命題一之二:派外人員選才標準中,管理職能沒有列入必要選才的項目。
命題二之一:設定職能項目來篩選派外人員,會加強績效表現;反之,會造成不好的績效表現,甚至導致派外失敗、派外人員離職。
命題二之二:初期工作環境多遇到非工作上預期的障礙,無法評估個人的工作表現。
命題三:隨著產業於中國地區深耕時間久,產業發展趨於成熟,人員的任用多本地化為主,只有少數高階主管或是特殊專業人才會用派駐的方式,因此職能上的篩選更嚴格;剛進入中國地區經營的產業,在派外人才的選任上,只有特殊職務的職能標準嚴謹,其他人員只要在台工作優秀再加上有意願即可。
命題四:派外人員優先選擇擁有「對多元文化的包容力」之人格特質,專業職能及管理職能可以透過派外後工作中的教育訓練來提升及養成,最終產生優秀的工作表現。
Abstract
With the trend of the trade and economic internationalization, the multinational companies started to grow and the human resources got to move around the world. Recently, China is the most popular district, mainly because of the low labor cost and the growing demand of the market. In addition, the minor impact of the culture difference is one of the main reason for Taiwanese companies to choose China labor market. However, many factors shall be considered before transfer the man power to a new district, including the competency of the chosen candidate. Initially, to find the competency from the different positions is the most important. Secondary, the manager should choose the right candidates and provide them the appropriate training. As a result, the employees will complete the mission and achieve the target of the organization.

In this thesis, the author found the four propositions as the following based on the related interview and analysis:
Proposition 1: The expatriate employees are chosen based on their professional competency and personality, especially those with a high tolerance to multi-cultural societies.
Proposition 2: To choose the suitable competency, the employees’ performance will increase significantly.
Proposition 3: After the industry is localized to a certain level, the necessary expatriated employees can be limited to senior managers and special skilled employees only.
Proposition 4:The competency that is the personality characteristic have to be chosen. Others can be improved by training. High tolerance of multi-cultural surrounding is essential because professional skills and leadership can be promoted by training afterwards.
目次 Table of Contents
謝誌...........................................................................................................i
中文摘要...................................................................................................ii
英文摘要..................................................................................................iii
目錄..........................................................................................................v
表目錄....................................................................................................vii
圖目錄...................................................................................................viii
第一章 緒論............................................................................................1
第一節 研究背景與動機.......................................................................1
第二節 研究目的.................................................................................3
第三節 研究流程.................................................................................4
第二章 文獻探討.....................................................................................5
第一節 職能.........................................................................................5
第二節 績效.......................................................................................10
第三節 產業特性................................................................................14
第四節 教育訓練................................................................................28
第五節 職能與績效之關係..................................................................35
第三章 研究方法...................................................................................37
第一節 個案研究法............................................................................37
第二節 概念性架構............................................................................38
第三節 研究設計與資料收及方式........................................................40
第四章 個案綜合分析與命題發展...........................................................43
第一節 職能.......................................................................................43
第二節 職能與績效.............................................................................47
第三節 產業特性、職能與績效.............................................................53
第四節 教育訓練、職能與績效...........................................................61
第五章 研究結論與建議.........................................................................66
第一節 研究結論................................................................................66
第二節 研究限制................................................................................70
第三節 建議及後續研究建議...............................................................71
參考文獻.................................................................................................72
逐字稿登錄表..........................................................................................78

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