臺灣典範多國籍企業招募甄選之研究－以汽車、高科技及文創產業為例
No Thumbnail Available
Date
2013
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Abstract
隨著近年來全球市場交流越趨開放與頻繁，以及中國大陸市場崛起，臺灣企
業紛紛從原本低附加價值之製造本業，轉型成高附加價值之研發設計、品牌、行
銷服務導向。企業發現唯有不斷的創新，才能在競爭激烈的環境中取得一席之地，
因而企業之創新核心－研發設計人才便是企業取得競爭優勢之關鍵，要如何找尋
優秀合適的研發設計人才，取決於企業之招募與甄選方式。
本研究以探討典範企業研發設計人才招募甄選方式為主，典範企業選擇上，
以獲得經濟部百大品牌殊榮之企業為主，並以綜觀臺灣產業發展歷程的角度，從
代表過去之汽車產業、現在當道的高科技產業以及未來將蓬勃發展的文化創意產
業中挑選三家本土典範企業，透過資料蒐集、文獻分析與深度訪談之方式，了解
三家典範企業之研發設計人才招募甄選方式、影響之情境因子、面臨之困境與趨
勢。
研究結論為：一、網路人力銀行、政府就業機構、員工推薦與內部升遷為三
家典範企業最重視之招募管道，並以員工推薦與內部升遷成效最佳；二、英文測
驗與面談為三家典範企業最重視之甄選方式；三、影響招募甄選之情境因子方面，
以產業政策、勞動法規與競爭者行動三方面探討對三家典範企業研發設計人才招
募甄選之影響，產業政策（公司研究發展支出適用投資抵減辦法）與勞動相關法
規對三家典範企業而言較無顯著影響，對於競爭者行動，典範企業多透過提高薪
資、福利留住資深人才，並且深信秉持企業核心價值、持續穩定發展，不隨競爭
者行動起舞，建立良好品牌形象自然能吸引優秀人才。四、其他情境因子如經營
策略、企業文化、企業規模、任務相依性也會影響三家典範企業招募管道的選擇
以及招募研發設計人才時所重視之特質。
As globalization has accelerated the interaction and communication between nations, Taiwanese enterprises are facing competition that is fiercer than ever before. In search of excellence in industry and acquirng competitive advantages, Taiwanese enterprises, renowned for their OEM specialty, have successfully evolved from OEM to ODM. The competence of unceasing innovation is the key to their success.Innovation is result of R&D and design, hence, finding and chosing appropriate R&D/design talents has plays an important role in the innovation capabilities of enterprises. This thesis conducts depth-interviews and uses secondary analysis to explore the recruitment, selection process and methods of R&D/ design talents in three Taiwanese multinational leading enterprises, and discusses the effect of contextual factors as well as the difficulties they encounter and the future trend of recruitment and selection of R&D/design talents. Three enterprises were chosen according to development process of Taiwan’s industry, namely the automobile industry－represents the past, the high-tech industry represents the present and the cultural creative industry represents the future. All three enterprises were selected from those awarded the “Top 100 Taiwan Brands” by the Ministry of Economic Affairs. The conclusions of this study are summarized below: First, web job boards,government recruitment agencies, employee referral and internal promotion are used by all enterprises, among them referral and promotion are the two most effective ways to find appropriate R&D/design talents. Second, for selection tools, personal interviews and English tests are of value to all sampled enterprises. Third, contextual factors such as industry policy, and labor regulations have little effect on recruitment and selection of R&D/design talents. All three sampled enterprises are depending on the raise of salary and benefits to retain senior talents from leaving the positions. With regard to competitors’ action, the enterprises won’t compare themselves with their competitors, rather, they tend to focus on their core values with an emphasis on continued improvement and development. They believe outstanding brand image can lure talents without strain. Forth, other contextual factors like business strategy,organizational culture, organizational size and task interdependence also have an impact on recruitment and selection of R&D/design talents.
As globalization has accelerated the interaction and communication between nations, Taiwanese enterprises are facing competition that is fiercer than ever before. In search of excellence in industry and acquirng competitive advantages, Taiwanese enterprises, renowned for their OEM specialty, have successfully evolved from OEM to ODM. The competence of unceasing innovation is the key to their success.Innovation is result of R&D and design, hence, finding and chosing appropriate R&D/design talents has plays an important role in the innovation capabilities of enterprises. This thesis conducts depth-interviews and uses secondary analysis to explore the recruitment, selection process and methods of R&D/ design talents in three Taiwanese multinational leading enterprises, and discusses the effect of contextual factors as well as the difficulties they encounter and the future trend of recruitment and selection of R&D/design talents. Three enterprises were chosen according to development process of Taiwan’s industry, namely the automobile industry－represents the past, the high-tech industry represents the present and the cultural creative industry represents the future. All three enterprises were selected from those awarded the “Top 100 Taiwan Brands” by the Ministry of Economic Affairs. The conclusions of this study are summarized below: First, web job boards,government recruitment agencies, employee referral and internal promotion are used by all enterprises, among them referral and promotion are the two most effective ways to find appropriate R&D/design talents. Second, for selection tools, personal interviews and English tests are of value to all sampled enterprises. Third, contextual factors such as industry policy, and labor regulations have little effect on recruitment and selection of R&D/design talents. All three sampled enterprises are depending on the raise of salary and benefits to retain senior talents from leaving the positions. With regard to competitors’ action, the enterprises won’t compare themselves with their competitors, rather, they tend to focus on their core values with an emphasis on continued improvement and development. They believe outstanding brand image can lure talents without strain. Forth, other contextual factors like business strategy,organizational culture, organizational size and task interdependence also have an impact on recruitment and selection of R&D/design talents.
Description
Keywords
多國籍企業, 人力資源管理, 招募, 甄選, Multinational company, Human resource management, recruitment, selection