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研究生:簡士評
論文名稱:招募管道成效之評估
指導教授:李誠李誠引用關係
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2001
畢業學年度:90
語文別:中文
論文頁數:58
中文關鍵詞:招募網路人力銀行招募管道招募成效網路招募
相關次數:
  • 被引用被引用:87
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  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:13
招募為人力資源管理領域中,相當重要的議題之一,因為經由招募過程所辨認(Identifying)與吸引(Attracting)應徵者的質與量,將會影響到人力資源管理之後各功能的成功與否。然而,在招募的相關議題中,被認為特別重要的就是用來與應徵者接觸的招募管道,過去四十年來,已經有許多學者針對招募管道與員工表現間的關係進行研究,但是國內尚未針對此一議題進行分析,而且對於新興網路招募與員工表現間的關係,目前都還未出現討論的空間,本研究的主要目的就是在探討以上的議題。
經由針對某半導體廠商整年度的新進人員以及錄取應徵者的基本資料進行分析,本研究發現招募管道成效的存在,亦即經由不同招募管道所僱用的新進員工,在於留任是否超過六個月的表現上會有顯著的不同,而經由不同招募管道所錄取的應徵者,在於是否接受公司聘任上的表現上亦有顯著的差異。另外,在此兩個指標的衡量下,非正式招募管道的成效會優於正式招募管道,並且本研究進一步發現,網路人力銀行的表現明顯是最不理想的,而同屬網路招募的公司所屬網站,其表現與員工推薦差異不大,皆為最理想的招募管道。
目錄
壹 緒論1
一、研究動機1
二、研究目的3
貳 文獻探討4
一、招募的角色、意義與程序4
二、勞動市場資訊系統8
三、招募管道11
四、網路招募17
五、招募管道成效(RECRUITING SOURCE EFFECTS)22
參 研究方法28
一、研究假設28
二、研究對象29
三、研究變數之操作型定義30
四、研究樣本特徵33
五、研究方法與模式35
肆 研究結果與分析36
一、正式以及非正式招募管道與任期是否超過六個月之分析36
二、正式與非正式招募管道與是否接受公司聘任之分析38
三、網路招募以及其他管道與任期是否超過六個月之分析40
四、網路招募以及其他招募管道與是否接受公司聘任之分析42
伍 結論與建議45
一、研究結論45
二、研究結論說明46
三、研究限制48
四、研究建議49
參考文獻51
參考文獻
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