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博碩士論文 etd-0906106-165406 詳細資訊
Title page for etd-0906106-165406
論文名稱
Title
高階人才仲介業的個案分析
Case study of executive search firm
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
75
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
2006-07-27
繳交日期
Date of Submission
2006-09-06
關鍵字
Keywords
高階人才仲介、人才搜尋
talent search, executive search
統計
Statistics
本論文已被瀏覽 5775 次,被下載 19
The thesis/dissertation has been browsed 5775 times, has been downloaded 19 times.
中文摘要
職業介紹業,最早從十五世紀的歐洲開始,其目的在於救濟一小部分失業的人,或為解決某種需要人力的供需問題。一九○○年初,美國景氣復甦,人才仲介業的生意也跟著蓬勃發展,此一時期的人才仲介大都屬於職業介紹所的性質,也就是為求職者找工作
一九七○年代初期,人才仲介出現了兩種改變,第一種變化是人才仲介業者的收費對象由求職者轉到求才公司,經營型態也由職業介紹所轉成兩種型態,預付訂金式 (retainer)人才仲介公司與條件式 (contingency)人才仲介公司。
故本研究想了解下列問題:1、不同經營型態及不同收費標準的高階人才仲介公司在案源開發上與人才開發上有何不同。2、不同經營型態及不同收費標準的高階人才仲介公司在進用過程上有何差別。3、人才到客戶端報到的前後,業者扮演何種角色。4、本地仲介業者和外商仲介業者在營運上有何不同?
這次研究雖然只訪談四家顧問公司,但這四家卻是經過篩選,希望能儘量代表市場的面貌。獲得的結論如下:
1、外商人才業者在經營型態上比較容易拿到預付訂金式的合約
2、本地仲介業的職缺開發靠老闆,外商仲介業的職缺開發靠制度
3、高階人才仲介業者都用主動電話拜訪去市場搜尋人才名單
4、高階人才仲介業者對人才的評價主要靠徵信調查和結構化面談
5、高階人才仲介業者的保證期是要付代價的
最後,本研究在實務上給以下三點建議,一、公司制度的建立,二、內部員工的培訓制度,三、建立倫理守則,與專業行為準則,希望有所幫助。
Abstract
Job referral business began in Europe in the 15th century. The purpose is to help the unemployed minority, or to fulfill certain market demand for human resources. In the early 19th century, the economy recovery in America supported the prosperity of job referral business. At this time job referral mainly served as a medium for referring jobs – ie: finding jobs for work seekers.
In the early 1970's, there were two changes in job referral business. One is the payers shifted from job applicants to head recruiters. Its operation style also changed from a job referral agency to two new forms: one is retainer head hunting service, with down payment, and the other is contingency service.
Therefore, this paper intends to study the following questions: 1.With different types of head hunting operations and service charge standards, what are the different jobs and talents development strategies? 2. With different types of head hunting operations and service charge standards, what are the different interview and selection processes? 3. After an applicant reports to the job, what's the after-service role of a head hunter? 4. What is the operational difference between local head hunters and the foreign ones?
Although the study only interviewed four companies, these companies are carefully selected to represent a complete scope of the market. The conclusion of our study is as follows:
1. Foreign invested head hunters are easier to get retainer contracts.
2. Local head hunters mostly rely on the company owners to develop job market. Foreign invested companies leverage the operational system to do the same job.
3. High-level head hunters use telephone calls to source head list.


4. High-level head hunters evaluate talents mostly based on credit check and structured interview.
5. High-level head hunters have to pay for their service warranty.
Finally, this paper practically provides three suggestions for effectively running a head hunting business: 1.The establishment of a standard operation system. 2. The emphasis of internal employee training and development. 3. The establishment of company ethics and professional behavior guidelines.
目次 Table of Contents
目 錄
第一章 緒論
第一節、發展背景 1
第二節、研究動機 2
第三節、研究目的 3
第二章 文獻參考
第一節、高階人才仲介業在台現況 4
第二節、高階人才仲介業的工作流程 6
第三章 研究方法
第一節、質化研究 12
第二節、研究對象 13
第三節、資料蒐集 15
第四節、資料分析 17
第四章 企業訪談分析
第一節、經營型態 18
第二節、職缺委託開發 20
第三節、搜尋人才名單 23
第四節、找到合適人選 26
第五節、徵信調查 31
第六節、聘僱與保證期限 33
第五章 結論與建議
第一節、結論 36
第二節、討論 38
第三節、建議 41
第四節、研究限制 42
第五節、後續研究建議 43
參考文獻 44
附錄 四家人才業者訪談逐字稿
A公司 46
B公司 51
C公司 56
D公司 60

表目錄
表一 受訪者的基本資料 16
表二 四家業者的比較表 37
參考文獻 References
參考文獻

一、 中文參考文獻
吳伯輝,民89,獵人頭產業研究,中山大學企業管理研究所碩士論文。
李誠,民 93,人力資源管理的12堂課,台北:天下文化書坊。
藍美貞,民 90,職能招募與選才,台北:城邦文化事業股份有限公司。
賴俊達,民 94,掌握最佳人力資源,台北:天下遠見出版股份有限公司。
謝臥龍,民 93,質性研究,台北:心理出版社。
蕭月華,民 95,中高階人才仲介顧問所須職能之探索性研究。交通大學管理學院碩士論文。
鄭婉潔,民94,我國私立就業服務機構角色與功能之探討。政治大學勞工研究所碩士論文。
職場情報誌,民 95,台北:就業情報資訊股份有限公司。


二、 英文參考文獻
Allan, F., & Robert, M. (2004). Perceptions of executive serch and advertised recruitment attributes and service quality. Personnel Review, 33, 30-54
Charrissa, D. C. ((2001). The Complete Guide to Owning and Operating a Home-Based Recruiting Business. Lincoln:iUniverse.com, Inc.
Robert, M. M. (2001). The Secrets of Executive Search. TX:Melancon & Company.
Cass, D., & James, J. D. (1996). Big – Five Personality of Executive Search Recruiters. Journal of Employment Counseling. 33, 77-87.
Christian, S., & Nils R. (1999). Secrets of the Executive Search Experts. New York: American Management Association.
Guy, C. William, (2001). Eroding Ethics of Executive Search. Consulting to Management, Vol. 12, Issue 3, p51, 6p.
Harrison, Bill J., (1995). What You Should Know About Executive Search. Fund Raising Management, 27 , p34, 4p.
Paul, H., (1998). So you want to be an executive Recruiter?. The Fordyce Letter, 6.
Tina, F., (1995). Changing Jobs? A Look at Employment Agencies and Executive Search Firms. Fund Raising Management, 27 , p34, 4p.
William, F., & James E. C. (2002). Headhunters:Matchmaking in the Labor Market. New York:Cornell University Press.
Recruiter (2006).
http://en.wikipedia.org/wiki/Recruitment_process_outsourcing.
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