運用字詞分析優化專業能力行為指標之研究：以某科技公司為例

Abstract

消費性電子產品為一人才競爭激烈的產業，新冠疫情期間，彈性工作模式興起，使得個案公司面臨求才與留才的挑戰更加嚴峻，加以科技發展迅速，消費型態與各類產品消長瞬息萬變。因此，為能儲備具備多元能力的人才，或在市場環境改變時能即時調度人員開發新產品，個案公司期望透過建立職務說明書，讓員工知悉公司職務並積極規劃與進行個人能力發展。職務說明書中「職務應具備能力」所載的能力行為指標，是年度績效評核項目；是設定能力訓練目標與發展訓練方案的依據；是主管觀察員工能力行為表現的指標參據，也可據以適時給予員工回饋或依能力落差擬定發展計畫等，其重要性不言可喻。因此，本研究以個案公司為研究對象，運用修訂版Bloom Taxonomy架構，建立常用動詞表和常用名詞表，來優化現行的能力行為指標。為達到此一研究目的，研究過程採用專家訪談，透過領域專家協助，蒐集並發展出更適合個案公司職務的能力行為指標。研究發現，優化後的能力行為指標，確有助於個案公司更精進其標準化與制度化的徵才、育才、用才、留才流程與工具，裨益其達到穩固人才、充實人才庫、即時調度人力的目標；依據研究結果，提出相關實務建議，提供給和個案公司性質近似的組織參考。The consumer electronics industry is highly competitive for talent. During the COVID-19 pandemic, the rise of flexible work models has made it even more challenging for the case company to attract and retain talent. Additionally, rapid technological development, along with rapidly changing consumer behaviors and product trends, adds to these challenges. To build a talent pool with diverse capabilities and to quickly redeploy personnel for new product development in response to market changes, the case company aims to establish job descriptions that inform employees about job roles and actively plan for personal skill development. The"required competencies" section of the job descriptions includes behavioral indicators, which are used as criteria for annual performance evaluations, set training objectives, and develop training programs. These indicators serve as benchmarks for supervisors to observe employees' competency behaviors, provide timely feedback, and create development plans based on competency gaps. Their importance is therefore self-evident. This study aims to focus on the case company, utilizing the re-vised Bloom's Taxonomy framework to establish lists of commonly used verbs and nouns, in order to optimize the current competency behavioral indicators. To achieve this goal, the research process will involve expert interviews and discussion sessions, leveraging domain experts to gather and develop more suitable competency behavioral indicators for the case company's job roles. The study found that the optimized competency behavioral indica-tors indeed help the case company improve its standardized and systematic processes and tools for recruiting, developing, utilizing, and retaining talent. This benefits the company in achieving its goals of stabilizing its talent pool, enriching its talent reserve, and enabling timely manpower deployment. Based on the research results, practical recommendations are proposed to serve as a reference for organizations similar to the case company.