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研究生:陳冠宏
研究生(外文):Guan-Hung Chen
論文名稱:新進人員導入計畫之分析研究-以燦坤公司為例
論文名稱(外文):The Analysis of Conduction Plan of New Employees:An Empirical Research of TK3C
指導教授:葉匡時葉匡時引用關係
學位類別:碩士
校院名稱:國立中山大學
系所名稱:企業管理學系研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2004
畢業學年度:92
語文別:中文
論文頁數:171
中文關鍵詞:導入計畫訓練
外文關鍵詞:conduction plantraining
相關次數:
  • 被引用被引用:6
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  • 下載下載:140
  • 收藏至我的研究室書目清單書目收藏:6
當企業突破創業期進入了成長階段時,面對爆發性的成長,必須不斷的擴大組織規模,以應市場需求;但隨著組織的茁壯,原本的人力資產逐漸變的無法負荷,因此人員的擴編勢所難免。那麼怎樣的招募與甄選設計才能引進組織所需的人力資產?且新招募進來的人員,往往因為無法立即適應新的工作環境與新的工作,而容易出現緊張、壓力大、焦慮等現象,甚至產生離職意圖。組織如何藉由員工社會化計畫,使新進員工順利的融入原有的組織當中,便成為影響組織能否順利成長的重要人事管理議題。
本研究目的便朝向組織社會化設計的分析研究,分析企業如何引進有能力且適合組織的人才,使之協調的融入(fit)於組織之中,展現個人優異的工作績效,並減少因為不適合組織(not fit for the organization)而產生的離職。本研究試以燦坤3C公司為研究對象,針對該公司為進軍大陸3C通路所設計的員工社會化計畫作一深入的研究。希望藉由觀察一成長中的個案公司,檢視其因應組織擴張所設計之新進人員導入計畫,來進行專案評估並提出改善的建議。
本研究透過田野研究方式實地進入個案公司實習並與導入專案相關人員進行訪談,來仔細檢視該公司導入計畫的設計與實施,接著收集社會化相關理論,作為分析研究的依據。研究發現該公司的導入計畫有以下主要問題:招募效果越來越小、甄選沒有明確一致的標準、訓練成效不明顯等等問題,本研究試圖依上列問題更進一步提出建議與改善,希望公司藉著結構性面談設計、學徒制訓練等等改善方法來提升新進員工的工作績效和降低其離職率。
While an enterprise is from the initiative to the growing phase, it is necessary to expand the scale to meet the dramatically upside and the market demand. However the existing human resources are not efficient anymore so it is inevitable to increase the staff to reflect the growing organization. In the view of the above scenario, how to create an appropriate recruitment and the selecting system for the company? We could see that some newcomers will easily be nervous , and anxious or even will quit soon due to the problem of getting with the new environment and job. Therefore how the organization makes the new employees fit the company smoothly through the socialization plan for the employees becomes an important issue which influences the growth of the enterprise.
The purpose of this research is to analyze the socialization plan of the enterprise as following item: 1. How to recruit able people who suit the company. 2. How to make them fit the company smoothly and show the outstanding performance. 3. Reduce the turnover of the employee for not fitting for the organization.TK3C is the target in this research. We focus on its plan of recruiting, selecting and training program for the entry of Great China market. In this case we can observe a growing company and its expansion plan of recruitment. Also the case evaluation and the improvement plan are included.
The study was done with field research way--practical training, interview with the related staff who makes effect the project, and observing the design and the effective of the company installation plan. In addition, the related theory of the socialization is collected for being the basis of the analysis and inspection. Some major problems were found during the research such as the affect of the recruitment is weaker and weaker, no clear and specific standard, invisible effect on the training. There are suggestions and improvement plan in this research. After the approach of constructive interview and the apprenticed- training, hopefully we could see the overall performance of the employees will be increased and the turnover ratio of the newcomer will be decreased.
中文摘要 2
Abstract 3
目錄 5
表目錄 7
圖目錄 8
第一章 緒論 9
第一節 研究動機 9
第二節 研究背景 11
第三節 研究目的 13
第四節 研究方法與架構 15
第五節 研究定義 19
第六節 研究假設與限制 21
第二章 文獻探討 23
第一節 社會化 23
第二節 招募 35
第三節 甄選 39
第四節 教育訓練 43
第五節 外派理論 48
第三章 個案公司分析 50
第一節 燦坤集團簡介 50
第二節 三C流通事業部介紹 55
第四章 專案分析 64
第一節 員工進入過程分析 64
第二節 燦坤導入計畫:千人招募 72
第三節 問卷分析 79
第四節 分析研究 86
第五章 結論與建議 99
參考文獻 107
英文文獻 107
中文文獻 111
附錄 113
附錄一:田野研究歷程 113
附錄二:招募課林曉惠訪談紀錄 115
附錄三:店長問卷 117
附錄四:員工問卷 119
附錄五:燦坤簡式履歷表 121
附錄六:員工離職成本 123
附錄七:招募廣告 124
附錄八:儲幹訓練表 125
附錄九:店長問卷結果 126
附錄十:台灣儲幹問卷結果 138
附錄十一:大陸儲幹問卷結果 154
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