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研究生:吳南憲
研究生(外文):Wu-Nan Hsien
論文名稱:以TTQS架構之職能指標建立人資數位資料庫-以中小型傳統產業為例
論文名稱(外文):Using Competence Indices of the TTQS Structure to Establish an HR Digital Database Based on the Study of a Small to Medium Size Traditional Industry
指導教授:戴國政戴國政引用關係
指導教授(外文):Kuo-Cheng Tai
學位類別:碩士
校院名稱:逢甲大學
系所名稱:材料與製造工程所
學門:工程學門
學類:材料工程學類
論文種類:學術論文
論文出版年:2012
畢業學年度:100
語文別:中文
論文頁數:85
中文關鍵詞:產品資料管理職能模式TTQS職能
外文關鍵詞:Product Data ManagementFunction modelFunctionTTQS
相關次數:
  • 被引用被引用:3
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  • 下載下載:51
  • 收藏至我的研究室書目清單書目收藏:5
隨著全球經濟環境的變遷,科技發展已經到了知識爆炸的時代,傳統產業如何運籌管理與技術研發,已成為永續生存的重要課題。面對產品生命週期大幅縮短所帶來的衝擊,必須透過產業上下游合作廠商的資源整合,方能強化本身競爭力,也才有機會在激烈競爭的全球市場中佔有優勢。現今台灣企業生存的重要關鍵,不僅是側重於新技術/新製程/新產品等方面,對於產業資訊化管理必須更加重視。隨著平板電腦及手機網路的流通,使得最新資訊能夠快速傳遞到全球任何一個角落,而當大家集中力量努力開發先進電子設備之時,卻忽略了大量技術訊息產生後如何管理之基本需求。
傳統產業通常採用口述傳遞或簡易書寫來執行生產歷程,而其效率往往取決於人員的工作認知與職能現狀。因此,企業經營者為提升傳統產業的生產效率,自動化技術取代以往勞力性的新型態生產模式,開始導入資訊管理系統,如企業資源規劃ERP、產品資料管理PDM等系統,以期達到產業升級、永續經營的企業願景。
市售多數的客制化資訊管理系統雖擁有一定的運用效能,但仍有釵h中小型企業在導入之後,陷入推行不易的窘境,甚至延宕系統上線時程,進而拖垮生產效益,造成龐大的浪費損失。在經過多方檢討後,普遍認為其不易執行的主要因素,並非是工具本身的問題,而是在於企業員工的認知與職能。
本研究在中小型傳統產業C公司導入產品資料管理PDM系統時,針對參與人員應具備的組織架構及職能分析予以探討,運用TTQS之職能指標作為建立PDM職能程序的重要依據。首先瞭解人員在導入PDM時必須擁有的職能要求,並從傳統產業C公司的案例驗證,找出其推行困難的問題點,再以180度方式施行專家訪談及問卷調查,最後根據職能指標建立職能管理的重要人資數位資料庫,協助中小型傳統產業順利導入資訊管理系統,改善生產管理效率。
Changes of global economic environments have created a profound knowledge base for technology development. It has become a critical issue for a traditional industry to manage logistics and technology developments for sustainability. As product cycles continue to shrink, a company must try to integrate resources of upstream and downstream suppliers to enhance its competitiveness and to be leading ahead in the global market. Presently the key points of survival for Taiwan enterprises are not only to focus on new technologies, new processes, and new products, but also to put more emphasis on the aspect of information management. The widespread tablet PC and wireless mobile network enables faster information delivery throughout the world. However, when people focusing on developing new and advanced electronic devices, they often ignores the basic requirement of how to management the large quantity of technology information generated in this era.
The traditional industry relies on narrations or written documents of the staff for executing the production process, wherein the production efficiency often depends on the recognition and competence of the staff regarding to the task. Therefore, the management introduces automation technologies to facilitate production and to replace labor intensive works to enhance the production efficiency. Information management systems such as enterprise resource planning (ERP), product data management (PDM) are being introduced to upgrade the traditional industry and to maintain sustainability of the traditional industry.
Many small to medium size enterprises realize that most of the customized information management systems available in the market can provide efficiency enhancements to some extent, but still they fail to operate this kind of system successfully and often delay the adoption process , which leads to lower production efficiency and a huge amount of cost lost. Many have suggested the problem lies not in the product itself, but the recognition and competence of the staff.
This study discusses the organization structure and competence analysis of the staff of a small-to-medium size enterprise C from a traditional industry and uses competence indices of Taiwan training quality system (TTQS) as an important base for establishing PDM competence procedures. First we find out the competence requirements for the staff in introducing PDM, the difficulties in introducing the PDM based on the case of C company, then we conduct interview and questionnaire survey by experts from all angles, and finally we use the competence indices to establish an important HR digital database for competence management to assist small to medium size enterprises to run information management systems smoothly and to enhance production efficiency.
第一章緒論 1
1.1 研究動機及背景 1
1.2 研究目的 3
1.3研究範圍與限制 4
1.4研究架構 5
1.5 研究步驟與方法 7
第二章 文獻探討 11
2.1 TTQS與人力資源 11
2.2 職能與職能分析 14
2.3 PDM/ERP系統 16
2.4 職能模式 24
第三章 研究方法與使用技術 33
3.1專家訪談法-提名小組術(NGT) 33
3.2 PDM職能需求調查 36
3.3 PDM職能問卷設計 44
3.4 培育與訓練計劃 50
第四章 案例應用與設計 60
4.1 PDM圖文管理的沖壓製造流程BOM表之驗證環境 60
4.2 PDM職能指標實施前狀況 66
4.3 PDM職能指標實施後狀況 70
4.4 小結-專家訪談及修正成果 74
第五章 結果與未來展望 80
5.1 結論 80
5.2 未來展望.研究建議 82
參考文獻(中文部份): 84
參考文獻(英文部份): 85
參考文獻(中文部份):
1 . TTQS 評鑑標竿(03 TTQS Benchmark Standard)
2.企業追求TTQS訓練品質系統職能標竿具體做法渠(http://ttqs.evta.gov.tw) 2011。
3.石銳,「人力資源管理與職涯發展」,揚智文化,台北(2003)。
4.張美燕、曾欽正、葉福進,「網路化訓練效益之研究」,台灣企業績效學刊,2(1),第119-140頁(2008)。
5.吳欣蓓、陸洛、巫姍如,「績效優異員工之背景與職能條件:在台上市電腦系統公司為例」,人力資源管理學報,10(2),第1-26頁(2010)。
6.黃培文、王志蓮、林佳蓁、張維真、李永信,「籌備期的職能分析與訓練規劃之個案研究-以某流通服務業為例」,商管科技季刊,9(4),第503-524頁(2008)。
7.2003年8月Career就業情報雜誌所做的「企業十大核心職能調查」
8.張裕隆(2001)綜合國內、外文獻,並以Yukl(1987)之「管理行為綜合分類模式」
9.職能源起及運用概論陳子華(2010)。
10.職能分析出自 MBA智庫百科 (http://wiki.mbalib.com/)。
11. 經濟部產業職能基準與能力鑑定(http://college.itri.org.tw/Competency)2009。




參考文獻(英文部份):
12. ISO 10015:1999 ( Quality management –Guidelines for training )。
13.McClelland D. C. “Testing for competence rather than for intelligence”, American Psychologist, 28(1), 1-14 (1973).
14.Spencer L.M. and Spencer, S.M. “Competence at work- Models for Superior Performance”, NY: John Wiley & Sons, 17-22(1993).
15.Parry, S.B. “Just what is a competency? ”, Training, 35(6), 58-62(1998).
16.[CIMdata,2001] CIMdata, Inc., “Collaborative Product Definition management (cPDm): An overview, ” CIMdata Report, 2001, pp.20-36.
17.[Siddiqui,2004] Siddiqui, Q.A., N.D. Burns and C.J. Backhouse, “Implementing Product Data Management the first time,” International Journal of Computer Integrated Manufacturing, Vol.17, Issue:6, September 2004, pp.520-533.
18.IT Sloan School of Management. (2010). Jack Welch''s advice to MIT Sloan students: “Always err on the side of bold.” Newsroom. Retrieved September 19, 2010, from http://mitsloan.mit.edu/newsroom/2005-jackwelch.php
19.Gonczi A., Hager, P. & Oliver, L. “Establishing competency-based standards in the professions”, Department of Employment, Education and Training, Australia (1990).
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