臺灣博碩士論文加值系統

機器人，人工智能，量子計算，物聯網，區塊鏈，VR和5G互聯網的先進技術趨勢和需求不斷增加，並不斷應用於世界各地的各個領域。公司面臨著相互競爭，推動了不同領域的快速改善和發展。實現克服轉型的有效方法和快速推進數字時代困境的方法至關重要。培養技術技能的新一代資源和退役傳授技能都是需要解決的關鍵問題。這個緊迫的問題不僅出現於日本，也面臨台灣和世界其他地區。每種類型的導師都具有至關重要的作用，有效培養技能以降低轉型風險並加速過程。

研究統計及專家表明，大部分時間都需要一些時間來掌握新技能。為了更有效的技術傳承政策及分擔工作量，導師們可以扮演輔助的角色執導如何有效完成工作。沒有花工作以外的時間研究及練習，技術技能轉移是不可能又效率達成的。探討轉型之政策影響公司及員工及提供最佳建議，經理，導師，新近成員個別執行不同的準備來完成有效的技術傳承。

The advance technology trend and demand of robots, AI, Quantum computing, IoT, blockchain, VR and 5G internet is continuously increas-ing and applied to each field rapidly. Company Is faced to compete with one another. Method of implementing the efficient ways of overcoming the transformation and rapid advancing dilemma in digital era is vital. Culti-vating new generation resources in technical skills and retired passing on skills are both critical issues to solve. This Urgent issue is faced by not only for Japan but also for Taiwan and other parts of the worlds. Each type of mentors obtains critical importance and roles, skills needs to be replicated to reduce risk and to accelerate the transformation process.
As research statistic indicated most take some time to pick up new skills. Technical skill transfer is not possible without abundant efforts outside of working hours. “In order to standardize efficient skill transfer program, successful mentors can share their technique and experience during team meetings, as of outcome, expectation has to be set along with tracking program to aid rolling out the plan.

Table of contents
摘要 i
Abstract ii
Table of contents i
List of Tables iii
List of Figures iv
Chapter 1 Introduction 1
1.1 Background Information 1
1.2 Research Motive 2
1.3 Scope of Research 4
Chapter 2 Literature review 9
2.1 The Reason Transformation Fails 9
2.2 Knowledge Transferring 12
Chapter 3 Research Method 15
3.1 Research Process 15
3.2 Research Design 16
3.3 Problem Description 17
3.4 Case Study Research 18
3.5 Case Study Selection – Company I 19
3.6 Data Collecting 21
3.7 Survey Layout 24
Chapter 4 Case study Company I Introduction 27
4.1 Company I Introduction 27
4.2 Company I Structure 29
Chapter 5 Research Finding 35
5.1 General Statistic from Survey 35
5.2 Technology and Skill Development 41
5.3. Staff Stability: Company Layoff 44
5.4 Staff Stability: Work Incentive 45
5.5 Work Environment 46
5.6 Core Technology Heritage 50
5.7 Transferring to Different Sector 67
5.8 Capability Learning New Technology and Skill 70
5.9 AI Development 77
5.10 Survey Reach Finding 80
5.11 Company I Strategy During Transformation 82
5.12 Culture Adoption Prior to Skill Transfer Finding and Discussion 88
5.13 Skill Transfer – Current Status and Discussion 90
Chapter 6 Conclusions 97
6.1 Research Limitation 97
6.2 Conclusion and Recommendations 98
References 103
Appendix I 105
Survey Questions 105
Appendix II 111
Interview Transcript Interviewee A 111

List of Tables
Table 3-1: Choosing a Research Strategy 19
Table 3-2: Variable Labels and Output Formats 23
Table 4-1: Company Financial Highlights 32
Table 5-1 Sample: Seniority 38
Table 5-2 Sample: Job Rotation 39
Table 5-3 Sample: Gender 40
Table 5-4 Sample: Engineer Type 41
Table 5-5 Sample: Correlation between Position and Learning Hours 42
Table 5-6 Sample: Correlation between Learning Hours and Seniority 43
Table 5-7 Environment: Physical 47
Table 5-8 Environment: Relationship to Others 48
Table 5-9 Environment: Working Hours 49
Table 5-10 Core Knowledge: Seeking Help from Experts 51
Table 5-11 Core Knowledge: Seniors’ Willingness to Teach 53
Table 5-12 Core Knowledge: Self-study Status and Situation 55
Table 5-13 Core Knowledge: Learning Materials in English 56
Table 5-14 Core Knowledge: Reading Technical E-book 57

List of Figures
Figure 1-1 Research Purpose 6
Figure 1-2: Company I Structure 8
Figure 2-1 Eight Steps to Transforming Your Organization 11
Figure 2-2 Peer Mentoring in Practice 14
Figure 3-1 Research Process 16
Figure 4-1: Company I Structure 29
Figure 4-2: Company I Structure 30
Figure 5-1 Survey Question Enhancement 36
Figure 5-2 Sample: Position Type 36
Figure 5-3 Sample: Seniority 37
Figure 5-4 Sample: Job Rotation 39
Figure 5-5 Sample: Gender 40
Figure 5-6 Percentage of Not Influenced by Incentives from Different Seniority 45
Figure 5-7 Percentage of Not Influenced by Incentives from Different Seniority 46
Figure 5-8 Standard Deviation of Seeking Help from Experts 51
Figure 5-9 Core Knowledge: Seniors’ Willingness to Teach 54
Figure 5-10 Core Knowledge: Self-study Status and Situation 55
Figure 5-11 Core Knowledge: Learning Materials in English 56
Figure 5-12 Core Knowledge: Reading Technical E-book 58
Figure 5-13 IT’s view to Core Knowledge: Senior Willingness to Teach 62
Figure 5-14 IT’s view to Core Knowledge: Self-study Status 63
Figure 5-15 IT’s View to Core Knowledge: Learning Materials in English 65
Figure 5-16 IT Job Role View to Core Knowledge: Reading Technical E-book 67

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