臺灣博碩士論文加值系統

身處現今競爭激烈的商業環境中，企業逐漸體認唯有掌握人力資源，才能獲取持續性的競爭優勢。因此，有效的人力資源管理已成為企業維持市場競爭力的重要指標之一。
人才任用具有對人力「擇優汰劣」的作用，其中人才甄選是從應徵者中挑選有能力和適當人選，以增進企業的競爭力故對企業組織極為重要。然而，企業組織一旦挑選到不適合的人才，將造成人力的浪費與成本的增加。因此，有效選才實為企業組織之一重要的研究課題。
為此，本研究主要針對人才甄選問題，結合模糊理論與關聯法則，運用模糊關聯法則的演算法，提出一個人才甄選決策的分析模式，來尋找出在職期間穩定度較高的員工。為了驗證本研究所提出之人才甄選決策分析之可行性，本研究開發一個人才甄選決策分析系統，同時輔以某企業之實際資料進行驗證分析。經由本研究所得之人才屬性能力的關聯法則，提供給企業作為人才甄選時的參考依據，將有利於協助企業就人力資源進行規劃及有效管理，以求達成提昇人力資源與企業利潤之目標。

Recently, the enterprise gradually realizes that the good human resource, is the key factor to gain the competitive advantage. Therefore, the human resource management has become the most important work for enterprise to maintain the strength of market competition.
Under this situation, how to find or select the good employee is the first challenge for enterprise. In general, personnel selection is usually to review his applicant and judge his ability to match the job. In fact, if the enterprise can not choose the suitable talented person that it will create the waste of manpower and increase the management cost.
It is difficult to find the suitable person form review the applicants. In the personnel selection process, the subject judgement of managers are usually fuzziness. Therefore, the aim of this study is to combine the fuzzy sets theory with association rule, to look for suitable person with the higher steady degree. In order to prove that the proposed method is feasible, a case study is implemented in this study. According to the result of case study, the average accuracy rate is up to 71% for predicting the steady degree of employees.

封面內頁
簽名頁
授權頁 iii
中文摘要 iv
英文摘要 v
誌謝 vi
目錄 vii
圖目錄 ix
表目錄 x

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 3
第四節 研究流程 5
第二章 文獻探討 7
第一節 人才甄選 7
第二節 模糊理論 14
第三節 資料探勘 22
第三章 研究方法 26
第一節 關聯法則 26
第二節 模糊關聯法則 29
第三節 範例說明 31
第四節 人才甄選決策分析流程 37
第四章 系統開發與實證分析 38
第一節 系統建構環境 38
第二節 系統畫面說明 39
第三節 實證分析 41
第四節 問題探討 58
第五章 結論與建議 60
第一節 結論 60
第二節 後續研究與建議 61
參考文獻 63
附錄 69

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