臺灣博碩士論文加值系統

隨著國內產業結構的改變，從過去以製造業為主的產業型態轉變為服務業為主的形態，也帶動了就業人口的改變，在傳統製造業更加明顯，要如何留住人才? 本研究從「職能」的角度切入，探討該產業工程師職能並提升其專業能力。
本研究將藉由多重個案的質性分析，找出目前在台灣金屬加工製造業的實務現況中，其工程師所需具備之專業職能，研究目的: (一)探討個案公司之工程師專業職能，以歸納各階級工程師之專業職能，(二)藉由個案公司工程師之專業職能缺口，進而提出其訓練課程，以提供未來相關金屬加工製造產業於專業職能導入過程之參考。
本研究採用半結構訪談方式，選擇性質類似的四家公司做為本研究之個案訪談對象，主要探討四家個案公司共17位經由主管挑選具代表性之工程師，且將工程師歸類為工程師、高級工程師、資深工程師三個職階，進行深入訪談，並彙整出各階工程師所需之工作項目、專業職能與人格特質，結果發現各階工程師主要的工作項目為校車、產品量測、修改量產程式與處理廠內問題；而各階工程師主要專業職能為產品量測能力、更換刀模具能力、程式編寫能力與視圖能力；在各階工程師的人格特質中主要有刻苦耐勞與積極。
根據上述之研究結果，本研究建議在工程師的工作項目上可發展相關之教育訓練課程，以提升工程師之專業能力，在人格特質個性上可運用在人員的招募甄選及升遷上做為參考依據。

By the trend of industry change in Taiwan, our industry have been shifted from manufacturing to service. Moreover, it also changed employment structure. So how to retain employee has become a question. This study investigate this question from the angle of competencies to understand the competencies of technician and how to improve their professional ability.
This study find out professional competencies of technician through case studies. The purpose of this study are as below:
1. Understand the professional competencies of technician in case companies to sum up technician’s professional competencies in different levels.
2. By realizing the professional competencies gap between technicians in different level, this study proposes training program to be reference for other companies.
This study chose four similar companies to be our case companies. Within these companies, there are seventeen technician chosen by head-department manager. These technician were divided into technician. Middle technician and senior technician. They were interviewed by semi-structured interview to sum up their work. Professional competencies and character. In the end, this study sum up their main same work in different levels are sampling. Measuring. Revising the program and solving the problem. Their main professional competencies are measuring. Changing equipment. Write programs and blueprint reading. Their main character needed are hard-working and aggressive.
Based upon results, this study suggests companies can propose training program based on technician’s work. Also what character needed for technician can been a reference for selection and promotion.

第一章 緒論
第一節 研究動機.....................................1
第二節 研究目的.....................................2
第二章 文獻探討
第一節 金屬加工製造業................................3
第二節 職能.........................................7
第三節 教育訓練.....................................11
第三章 研究方法
第一節 訪談研究方法..................................13
第二節 個案公司介紹與訪談流程.........................13
第三節 受訪者資料....................................17
第四節 訪談項目.....................................18
第五節 分析方法.....................................19
第四章 研究結果
第一節 受訪者訪談內容................................20
第二節 工程師職能分析................................32
第五章 結論與建議
第一節 研究結論.....................................37
第二節 實務建議.....................................40
第三節 研究限制與未來研究方向.........................41
參考文獻................................................42

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