(3.92.96.236) 您好!臺灣時間:2021/05/07 00:04
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

: 
twitterline
研究生:陳秝洋
研究生(外文):Li-Yang Chen
論文名稱:建構適性化的職能差異分析機制之研究
論文名稱(外文):Developing an adaptive system for competency gap analysis
指導教授:黃士銘黃士銘引用關係
指導教授(外文):Shi-Ming Huang
口試委員:黃士銘吳徐哲洪為璽
口試委員(外文):Shi-Ming HuangHsu-Che WUWei-Hsi Hung
口試日期:7/27
學位類別:碩士
校院名稱:國立中正大學
系所名稱:資訊管理學系暨研究所
學門:電算機學門
學類:電算機一般學類
論文種類:學術論文
論文出版年:2011
畢業學年度:99
語文別:中文
論文頁數:95
中文關鍵詞:人力仲介網站職能適性化模糊類神經
外文關鍵詞:Human Resource Agencycompetencyadaptive technologyfuzzy neural
相關次數:
  • 被引用被引用:0
  • 點閱點閱:363
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:13
  • 收藏至我的研究室書目清單書目收藏:1
  隨著資訊科技的發展與網際網路的日益普及,傳統的平面廣告、報章雜誌己不再是企業唯一徵才的方式。根據相關研究公司於2010年4月調查求職者較常使用何種方式尋找職缺,便發現己有超過5成的求職者最常使用「透過人力銀行/招職網站」來找尋工作,比例明顯高於其它徵才的方式,由此可知國人己將上網找工作當作主要謀職方式。然而,國內多數的人力銀行系統大多著重以人格特質、職涯興趣、工作價值觀等角度去分析求職者對於各種產業領域的合適度,這使企業對於求職者是否能勝任職務的了解依然有限。
  有鑑於此,本研究先思考如何將職能模式的觀點與職能的差異分析(Gap Analysis)作結合,以建置一個類似人力銀行的職能差異分析系統,使企業能運用此系統發佈職務及設定職務所需的各項職能,接著系統便可對現有求職者進行職能差異分析及其它相關計算,以推薦合適的求職者給企業作為進一步面試的參考人選。再者,企業即使有人力銀行系統的徵才輔助,卻可能因企業的徵才要求過於理想,而使系統可能很長一段時間無法為企業找到合適求職者。因此,本研究結合模糊類神經控制,讓企業能夠考量全體求職者的平均職能程度後,對職能程度要求作適性化之調整,進而使系統可以逐步為企業產生適性化的推薦求職者名單。
With the development of information technology and the increasing popularity of the Internet, traditional print ads, newspapers and magazines are no longer the only way to recruit for business. In April 2010, a research company investigated the manner in which job seekers more frequently used to find job openings. It has been found to have more than 50 percent of job seekers most often use the "through the Human Resource Agency" to find a job , the ratio was significantly higher than the other way. Thus it may be known that using internet has been regarded as the main method to find a job. However, the majority of the domestic Human Resource Agency analyze job seekers just by personality, career interests and work values. It still makes the employer difficult to estimate the fitness between job and job seeker.
For this reason, this study will first consider how to combine competency model and gap analysis for building a competency gap analysis which like Human Resource Agency. Employers are able to set job duties and competencies by the system, then the system will calculate the gap and other data to recommend suitable candidates to employers as further interview candidates. Second, employers may requests excessively high to make system difficult to find suitable job seekers for them. Therefore, this system allow employers to consider the average degree of all job seekers and adjust the degree adaptively with fuzzy neural control. In this process, the system can gradually produce adaptive list of recommended candidates.
目錄

第壹章 緒論 1
1.1. 研究背景 1
1.2. 研究動機與目的 4
1.3. 研究流程 7
第貳章 文獻探討 9
2.1. 人力仲介網站 9
2.1.1. 人力仲介網站之發展 9
2.1.2. 人力仲介網站之特性 10
2.1.3. 人力仲介網站之比較 11
2.2. 職能 14
2.2.1. 職能定義 14
2.2.2. 職能構面 16
2.2.3. 職能模式 19
2.2.4. 職能應用 22
2.3. O*NET 23
2.3.1. O*NET簡介 23
2.3.2. 相關研究 25
2.4. 適性化 26
2.4.1. 適性化意義 26
2.4.2. 適性化應用 27
2.5. 類神經模糊控制 28
2.5.1. 回饋式控制系統(Feedback Control System) 28
2.5.2. 模糊控制與類神經的結合 29
2.5.3. ANFIS架構 29
2.5.4. ANFIS的學習 32
2.5.5. MATLAB中的模糊邏輯工具 35
2.5.6. 模糊理論與類神經相關研究 36
第參章 系統架構 39
3.1. 概述 39
3.2. 流程1:職能庫建構 42
3.3. 流程2:職務發佈 43
3.4. 流程3:差異分析 45
3.5. 流程4:職能調適回饋 46
3.6. 流程5:職能調適裝置建構 47
3.7. 流程6:反轉學習法學習 48
3.8. 流程7:反轉學習法應用 49
3.9. 流程8:求職者推薦 50
第肆章 系統實作 51
4.1. 系統實作之工具 51
4.1.1. Apache 51
4.1.2. PHP 52
4.1.3. JavaScript 53
4.1.4. MySQL 53
4.1.5. MATLAB 54
4.2. 系統分析與設計 55
4.2.1. 使用案例圖 56
4.2.2. 循序圖 57
4.3. 系統實作之步驟 58
4.4.1. 職能庫建構 58
4.4.2. 職務發佈 59
4.4.3. 差異分析 62
4.4.4. 職能調適回饋 63
4.4.5. 職能調適裝置建構 64
4.4.6. 反轉學習法學習 66
4.4.7. 反轉學習法應用 69
4.4.8. 求職者推薦 72
第伍章 系統評估 73
5.1. 概述 73
5.2. 實驗對象與環境 73
5.3. 實驗情境 74
5.4. 實驗流程 75
5.5. 機制驗證 77
5.5.1. ANFIS機制驗證 77
5.5.2. 適性化驗證 79
5.6. 驗證結果 80
5.7. 調節後的機制 82
5.8. 二次驗證結果 90
第陸章 結論與建議 92
6.1. 結論 92
6.2. 研究貢獻 94
6.3. 研究限制與未來建議 95
參考文獻 96
圖目錄

圖1- 1研究流程圖 8
圖2- 1職能之冰山模型 17
圖2- 2職能模式 20
圖2- 3 O*NET內容模型 23
圖2- 4適性化過程圖 26
圖2- 5回饋式控制系統 28
圖2- 6兩個輸入一個輸出的Sugeno模糊模型 30
圖2- 7兩個輸入一個輸出的ANFIS結構 30
圖3- 1適性化機制架構圖 41
圖3- 2 SkillSoft職能差異分析模式 45
圖3- 3本研究職能差異分析模式 46
圖3- 4職能調適裝置的方塊圖 47
圖3- 5反轉學習法的學習階段方塊圖 48
圖3- 6反轉學習法的應用階段方塊圖 49
圖4- 1存取MATLAB Server過程 54
圖4- 2使用案例圖 56
圖4- 3循序圖 57
圖4- 4職能庫 59
圖4- 5輸入職務名稱 60
圖4- 6決定各構面配分 60
圖4- 7選取職務所需職能 61
圖4- 8設定職能權重與職能程度要求 61
圖4- 9問卷評量 62
圖4- 10職能調適回饋單 63
圖4- 11 ANFIS學習過程 68
圖4- 12應用階段的曲線圖 71
圖4- 13推薦求職者名單 72



表目錄

表1- 1國內三家人力銀行職能測驗相關系統比較 2
表2- 1在各家人力銀行徵才的使用率 12
表2- 2對各家人力銀行的青睞度 12
表2- 3在各家人力銀行刊登履歷的使用率 12
表2- 4在各家人力銀行找到工作的比率 13
表2- 5職能定義 15
表2- 6 Spencer & Spencer的職能構面 16
表2- 7職能的種類 17
表2- 8調適性網站四面向 27
表2- 9 genfis1函數參數表 35
表2- 10 anfis函數參數表 36
表2- 11類神經網路與模糊理論之優缺點 38
表3- 1O*NET Content Model Reference(範例) 42
表3- 2KSAPM職能構面 44
表4- 1Competency_Taxonomy資料字典 58
表5- 1企業資料 73
表5- 2全部前測對象回饋資料說明 80
表5- 3假說一至四檢定結果 80
表5- 4假說五檢定結果 81
表5- 5驗證結果 81
表5- 6(技能-A)1項職能 83
表5- 7(技能-B)19項職能 83
表5- 8(技能-A)2項職能 83
表5- 9(技能-B)18項職能 84
表5- 10(技能-A)3項職能 84
表5- 11(技能-B)17項職能 84
表5- 12(技能-A)4項職能 85
表5- 13(技能-B)16項職能 85
表5- 14(技能-A)5項職能 85
表5- 15(技能-B)15項職能 86
表5- 16(技能-A)6項職能 86
表5- 17(技能-B)14項職能 86
表5- 18(技能-A)7項職能 87
表5- 19(技能-B)13項職能 87
表5- 20(技能-A)8項職能 87
表5- 21(技能-B)12項職能 88
表5- 22(技能-A)9項職能 88
表5- 23(技能-B)11項職能 88
表5- 24(技能-A)10項職能 89
表5- 25(技能-B)10項職能 89
表5- 26全部企業回饋資料說明 90
表5- 27假說一至四檢定結果 90
表5- 28假說五檢定結果 91
表5- 29二次驗證結果 91
[1]Michael Negnevitsky著,顧力栩、沈晉惠譯(2007)。人工智慧:智慧型系統導論(第二版)。台北縣:全華圖書股份有限公司。
[2]Ed Lecky-Thompson, Heow Eide-Goodman, Steven D. Nowicki, Alec Cove著,林學文譯 (2005)。專業PHP5程式設計。台北市:碁峰資訊股份有限公司。
[3]王仲麒 (2005)。PHP5 & MYSQL資料庫網站輕鬆架。台北市:碁峰資訊股份有限公司。
[4]王進德 (2006)。類神經網路與模糊控制理論入門與應用。台北縣:全華圖書公司。
[5]李右婷、吳偉文 (2000,11月)。新經濟時代下運用Competency提昇競爭優勢。新經濟時代下財務金融決策研討會。
[6]李右婷、吳偉文 (2006)。人力資源管理:讀解職能密碼。台北市:普林斯頓國際有限公司。
[7]李蔚澤 (2006)。Fedora Core 6 Linux架站與網管實務。台北市:碁峰資訊股份有限公司。
[8]吳佩珊 (1994)。Fuzzy模式人事績效考評規則庫系統之研究-以高雄市政府人事處為例。碩士論文。國立成功大學工業管理研究所。
[9]林芊貝 (2005)。台灣人力仲介行業的商業倫理之探討---以外籍勞工、外籍新娘、外籍看護工為例。碩士論文。國立中央大學哲學研究所。
[10]林姵綾 (2010)。應用分析網路程序法建置飼料產業家畜業務人員關鍵職能之研究。碩士論文。國立中正大學勞工所。
[11]陳宥妤 (2010)。應用分析網路程序法建構產業之設計代工研發人員職能評選模式。碩士論文。國立中山大學人力資源管理研究所。
[12]孫慧君 (2008)。應用模糊多準則決策於國籍民航機師關鍵職能與甄選之研究。博士論文。國立臺灣海洋大學航運管理研究所。
[13]黃淑嵐 (2002)。台商進軍大陸市場進入模式之研究---以人力銀行為例。碩士論文。國立成功大學企業管理研究所。
[14]黃國書 (2003)。運用模糊類神經網路於人力資源遴選之研究。碩士論文。義守大學工業工程與管理研究所。
[15]Adomavicius, G., & Tuzhilin, A.. (2005). Toward the Next Generation of Recommender Systems: A Survey of the State-of-the-Art and Possible Extensions. IEEE Transactions On Knowledge And Data Engineering, 17(6), 734-749.
[16]Ali Akcayol, M. (2004). Application of adaptive neuro-fuzzy controller for SRM. Advances in Engineering Software, 35(3-4), 129-137.
[17]Allen J. S., & Agostino M. (2009). Human Capital Assets and Structures of Work in the US Metropolitan Hierarchy (An Analysis Based on the O*NET Information System). International Regional Science Review, 32(2), 173-194.
[18]Alterman T., Grosch J., Chen X., Chrislip D., Petersen M., Krieg E. Jr., Chung H., & Muntaner C. (2008). Examining Associations Between Job Characteristics and Health : Linking Data From the Occupational Information Network (O*NET) to Two U.S. National Health Surveys. Journal of occupational and environmental medicine, 50(12), 1401-1413.
[19]Altrock, C. (1997). Fuzzy Logic & NeuroFuzzy Applications in Business and Finance. Englewood Cliffs, NJ: Prentice Hall.
[20]Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Thousand Oaks, CA: Sage Publications.
[21]Ben, L., & Peter L. (2002). Apache: The Definition Guide, Third Edition. Sebastopol: O'Reilly Media.
[22]Borman, W. C. (1996). The Occupational Information Network: An updated dictionary of occupational titles. Military Psychology, 8(3), 263-265.
[23]Brusilovsky, P. (1998). Adaptive Educational Systems on the World-Wide-Web: A Review of Available Technologies. In Proceedings of Workshop "WWW-Based Tutoring" at 4th International Conference on Intelligent Tutoring Systems, San Antonio, TX.
[24]Brusilovsky, P., & Maybury, M.T. (2002). From Adaptive Hypermedia to Adaptive Web. Communications of the ACM, 45(5), 31-33.
[25]Cardy, R. L., & Selvarajan, T. T. (2006). Competencies: Alternative frameworks for competitive advantage. Business Horizon, 49(3), 235-245.
[26]Catano, V.M. (1998). Competencies: a review of the literature and bibliography. The Canadian human resources professional capabilities profile. The Canada Council of Human Resource Associations, Ottawa, Canada.
[27]Chang, S. W., & Ansley, T. N. (2003). A comparative study of item exposure control methods in computerized adaptive testing. Journal of Educational Measurement, 40(1), 71-103.
[28]CEDEFOP, (2010). The skill matching challenge. Retrieved January 5, 2011, from http://www.cedefop.europa.eu/EN/news/15298.aspx.
[29]Crispin, G., & Mehler, M. (1997). Recruiting rockets through cyberspace. HR Magazine, 72-77.
[30]Dalton, M. (1997). Are competency models a waste? Training and Development, 51(10), 46-49.
[31]Darrell, J.C., & Ellen, R.B. (1998). Competency-based pay: A concept in evolution. Compensation and Benefits Review, 30(5), 21-28.
[32]Draganidis, F. & Mentzas, G. (2006). Competency based management: a review of systems and approaches. Information Management & Computer Security, 14(1), 51-64.
[33]Erensal, Y.C., Öncan, T. and Demircan, M.L. (2006). Determining key capabilities in technology management using fuzzy analytic hierarchy process: A case study of Turkey. Information Sciences, 176(18), 2755-2770.
[34]Gatewood, D. R., & Field, S. H. (1998). Human Resource Selection. Orlando, FL:The Dryden Press.
[35]Golec, A., & Kahya E. (2007). A fuzzy model for competency-based employee evaluation and selection. Computers & Industrial Engineering, 52(1), 143-161.
[36]Gore, P. A., & Hitch, J. (2005). Occupational classification and sources of occupational information. Hoboken, NJ: Wiley.
[37]Green, P. C. (1999). Building robust competencies. Jossey-Bass San Francisco, Califonia.
[38]Hevner, A.., March, S., Park, J., & Ram, S. (2004). Design Science Research in Information Systems. Management Information Systems Quarterly, 28(1), 75-105.
[39]Hoekstra, H. A., & Van Sluijs, E. (2003). Managing competencies: Implementing Human Resource Management. Nijmegen, The Netherlands: GITP International.
[40]Holland, J. H. (1995). Hidden order: How adaptation builds complexity. Reading, MA: Addison-Wesley.
[41]Hyton, J. C., & Kelly, D. J. (2006). A competency-based framework for promoting corporate entrepreneurship. Human Resource Management, 45(3), 407-427.
[42]Jang, J.-S. R. (1993). ANFIS: Adaptive Network-based Fuzzy Inference Systems. IEEE Transactions on Systems, Man, and Cybernetics, (23)3, 665-685.
[43]Jang, J.-S. R., Sun, C.-T., & Mizutani E. (1997). Neuro-Fuzzy and soft Computing. Prentice-Hall, Inc.
[44]Lawson, T. E., & Limbrick, V. (1996). Critical competencies and
developmental experiences for top human resource executives. Human Resource Management, 35(1), 67-85.
[45]Li, D.-C., Wu, C.-S., Tsai, T.-I., & Chang, F. M. (2006). Using mega-fuzzification and data trend estimation in small data set learning for early FMS scheduling knowledge. Computers & Operations Research, 33(6), 1857-1869.
[46]Lucia, A. D., & Lepsinger, R. (1999). The art and science of competency models. San Francisco: Jossey-Bass/Pfeiffer.
[47]Mamdani, E. H., & Assilian, S. (1975). An experiment in linguistic synyhesis with a fuzzy logic controller. International Journal of Man-Machine Studies, 7(1), 1-13.
[48]MathWorks, (2010). MATLAB documents. Retrieved June 10, 2011, from http://www.mathworks.cn/products/matlab/description1.html.
[49]McClelland, D. C. (1973). Testing for Competence rather than for "Intelligence". The American Psychologist, 28(1), 1-14.
[50]McEvoy, G. M., Hayton, J. C., Warnick, A. P., Mumford, T., Hanks, S. H., & Blahna, M. J. (2005). A competency-based model for developing human resource professionals. Journal of Management Education, 29, 383-402.
[51]Melin, P., & Castillo, O. (2005). Intelligent control of a stepping motor drive using an adaptive neuro-fuzzy inference system. Information Sciences, 170(2-4), 133-151.
[52]Mobasher, B., Dai, H., Luo, T., & Nakagawa M. (2002). Discovery and
Evaluation of Aggregate Usage Profiles for Web Personalization. Data
Mining and Knowledge Discovery, 6(1), 61-82.
[53]O*NET Consortium Website, Database.
[54]Parry, S. B. (1998). Just what is a competency? Training, 35(6), 58-64.
[55]Perkowitz M., & Etzioni O. (1999). Towards Adaptive Web Sites: Conceptual Framework and Case Study. Computer networks, 31(11-16), 1245-1258.
[56]Peterson, N. G., Mumford, M. D., Borman, W. C., Jeanneret, P. R., Fleishman, E. A., Campion, M. A., Levin, K. Y., Mayfield, M. S., Morgeson, F. P., Pearlman, K., Gowing, M. K., Lancaster, A., & Dye, D. (2001). Understanding work using the occupational information network (O*NET): Implications for practice and research. Personnel Psychology, 54, 451-492.
[57]Project Management Institute (2007). Project Manager Competency Development (PMCD) Framework. Pennsylvania: Project Management Institute.
[58]Ralelin, J. A., & Cooledge, A. S. (1995). From generic to organic competencies. Human Resource Planning, 18(3), 24-33.
[59]Raymond, A. N. (1998). Employee Training Development. Chicago: IRWIN.
[60]Schippman, J. S., Ash, R. A., Carr, L., Hesketh, B., Pearlman, K., & Battista, M. (2000). The practice of competency modeling. Personnel Psychology, 53(3), 703-740.
[61]Siegel, S. & Castellan, N. J. (1988). Nonparametric statistics for the behavioral sciences , second edition. New York: McGraw-Hill.
[62]Spencer, L. M., & Spencer, S. M. (1993). Competence at Work:Models for Superior Performance. Toronto: John Wiley & Sons, Inc.
[63]Sugeno, M., & Kang, G. T. (1988). Structure identification of fuzzy model. Fuzzy Sets and Systems, 28, 15-33.
[64]Takagi, T., & Sugeno, M. (1985). Fuzzy identification of systems and its applications to modeling and control. IEEE Transactions on Systems, Man, Cybernetics, SMC-15, 116-132.
[65]Turban, E. J., Lee, D. K., & Chung, H. M. (2000). Electronic-Commerce:A managerial perspective. Prentice-Hall, Inc.
[66]Walton, R. (1985). From control to commitment in the workplace. Havard Business Review, 11(4), 801-814.
[67]Waterman D. A. (1986). A Guide to Expert System. Reading MA: Addison-Wesley.
[68]Williams, K. (2000). Online recruiting: A powerful tool. Strategic Finance, 82(6), 21.
[69]Wu W. W., & Lee Y. T. (2007). Developing global managers’ competencies using the fuzzy DEMATEL method. Expert Systems with Applications, 32(2), 499-507.
[70]Yeh, J.-S., & Cheng, C.-H. (2005). Using hierarchical soft computing method to discriminate microcyte anemia. Expert Systems with Applications, 29(3), 515-524.
[71]Zall, M. (2000). Recriting and the internet. Fleet Equipment, 26(10), 39-43.

QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊
 
系統版面圖檔 系統版面圖檔