臺灣博碩士論文加值系統

隨著近年來全球市場交流越趨開放與頻繁，以及中國大陸市場崛起，臺灣企
業紛紛從原本低附加價值之製造本業，轉型成高附加價值之研發設計、品牌、行
銷服務導向。企業發現唯有不斷的創新，才能在競爭激烈的環境中取得一席之地，
因而企業之創新核心－研發設計人才便是企業取得競爭優勢之關鍵，要如何找尋
優秀合適的研發設計人才，取決於企業之招募與甄選方式。

本研究以探討典範企業研發設計人才招募甄選方式為主，典範企業選擇上，
以獲得經濟部百大品牌殊榮之企業為主，並以綜觀臺灣產業發展歷程的角度，從
代表過去之汽車產業、現在當道的高科技產業以及未來將蓬勃發展的文化創意產
業中挑選三家本土典範企業，透過資料蒐集、文獻分析與深度訪談之方式，了解
三家典範企業之研發設計人才招募甄選方式、影響之情境因子、面臨之困境與趨
勢。

研究結論為：一、網路人力銀行、政府就業機構、員工推薦與內部升遷為三
家典範企業最重視之招募管道，並以員工推薦與內部升遷成效最佳；二、英文測
驗與面談為三家典範企業最重視之甄選方式；三、影響招募甄選之情境因子方面，
以產業政策、勞動法規與競爭者行動三方面探討對三家典範企業研發設計人才招
募甄選之影響，產業政策（公司研究發展支出適用投資抵減辦法）與勞動相關法
規對三家典範企業而言較無顯著影響，對於競爭者行動，典範企業多透過提高薪
資、福利留住資深人才，並且深信秉持企業核心價值、持續穩定發展，不隨競爭
者行動起舞，建立良好品牌形象自然能吸引優秀人才。四、其他情境因子如經營
策略、企業文化、企業規模、任務相依性也會影響三家典範企業招募管道的選擇
以及招募研發設計人才時所重視之特質。

As globalization has accelerated the interaction and communication between nations, Taiwanese enterprises are facing competition that is fiercer than ever before.
In search of excellence in industry and acquirng competitive advantages, Taiwanese enterprises, renowned for their OEM specialty, have successfully evolved from OEM to ODM. The competence of unceasing innovation is the key to their success.Innovation is result of R&;D and design, hence, finding and chosing appropriate R&;D/design talents has plays an important role in the innovation capabilities of
enterprises.
This thesis conducts depth-interviews and uses secondary analysis to explore the recruitment, selection process and methods of R&;D/ design talents in three Taiwanese
multinational leading enterprises, and discusses the effect of contextual factors as well as the difficulties they encounter and the future trend of recruitment and selection of R&;D/design talents. Three enterprises were chosen according to development process of Taiwan’s industry, namely the automobile industry－represents the past, the
high-tech industry represents the present and the cultural creative industry represents the future. All three enterprises were selected from those awarded the “Top 100
Taiwan Brands” by the Ministry of Economic Affairs.
The conclusions of this study are summarized below: First, web job boards,government recruitment agencies, employee referral and internal promotion are used by all enterprises, among them referral and promotion are the two most effective ways to find appropriate R&;D/design talents. Second, for selection tools, personal interviews and English tests are of value to all sampled enterprises. Third, contextual
factors such as industry policy, and labor regulations have little effect on recruitment and selection of R&;D/design talents. All three sampled enterprises are depending on
the raise of salary and benefits to retain senior talents from leaving the positions. With regard to competitors’ action, the enterprises won’t compare themselves with their
competitors, rather, they tend to focus on their core values with an emphasis on continued improvement and development. They believe outstanding brand image can lure talents without strain. Forth, other contextual factors like business strategy,organizational culture, organizational size and task interdependence also have an impact on recruitment and selection of R&;D/design talents.

第一章 緒論
第一節 研究背景與動機．．．．．．．．．．．．．．．．．．．．．1
第二節 研究目的．．．．．．．．．．．．．．．．．．．．．．．．2
第三節 研究方法與架構．．．．．．．．．．．．．．．．．．．．．3
第四節 研究範圍．．．．．．．．．．．．．．．．．．．．．．．．4

第二章 文獻探討
第一節 多國籍企業．．．．．．．．．．．．．．．．．．．．．．．6
第二節 人力資源管理之模型．．．．．．．．．．．．．．．．．．．8
第三節 人力資源管理之情境因子．．．．．．．．．．．．．．．．．13
第四節 招募．．．．．．．．．．．．．．．．．．．．．．．．．．26
第五節 甄選．．．．．．．．．．．．．．．．．．．．．．．．．．33
第六節 相關實證研究．．．．．．．．．．．．．．．．．．．．．．39
第七節 小結．．．．．．．．．．．．．．．．．．．．．．．．．．40

第三章 研究方法
第一節 研究步驟．．．．．．．．．．．．．．．．．．．．．．．．41
第二節 研究對象．．．．．．．．．．．．．．．．．．．．．．．．43
第三節 研究架構．．．．．．．．．．．．．．．．．．．．．．．．45

第四章 典範企業深度研究與訪談
第一節 典範 A 公司-汽車產業．．．． ．．．．．．．．．．．．．48 第二節 典範 B 公司-高科技產業．．．．．．．．．．．．．．．．．57
第三節 典範 C 公司-文化創意產業．．．．．．．．．．．．．．．．70

第五章 比較與分析
第一節 研發設計人才招募與甄選分析．．．．．．．．．．．．．．．．．79
第二節 影響招募甄選之情境因子．．．．．．．．．．．．．．．．．．．82
第三節 研發設計人才招募甄選面臨之困境與趨勢．．．．．．．．．．．．88

第六章 結論與建議
第一節 研究結論．．．．．．．．．．．．．．．．．．．．．．．．89
第二節 研究貢獻．．．．．．．．．．．．．．．．．．．．．．．．90
第三節 研究建議．．．．．．．．．．．．．．．．．．．．．．．．91
第四節 研究限制．．．．．．．．．．．．．．．．．．．．．．．．92

參考文獻．．．．．．．．．．．．．．．．．．．．．．．．．94
附錄一、訪談大綱．．．．．．．．．．．．．．．．．．．．．．．．99
附錄二、公司研發支出適用投資抵減辦法．．．．．．．．．．．102

一、中文
（一）書籍與期刊

1. 方至民（民97）國際企業管理。台北市：前程文化。
2. 何明城（譯）（民91）。人力資源管理 （原作者：Rober B. Bowin, Donald F. Harvey）。台北市：智勝文化。
3. 吳青松（民98）。國際企業管理-理論與實務。台北市：智勝。
4. 林文政、龐寶璽（民98）。國際人力資源管理。台北市：雙葉。
5. 林銘勳（譯）（民79）。多國籍企業（原作者：M.Gehertman）。台北市：遠流。（原著出版年：1982）。
6. 許世雨、楊雪倫、李長晏、蔡秀涓、范宜芳（譯）（民98）。人力資源管理（原作者：David A. DeCenzo &; Stephen P. Robbins），台北市：五南圖書。
7. 莊立民、廖曜生（譯）（民94）。國際人力資源管理（原作者：Dowling &; Welch）。台北市：滄海。（原著出版年：2004）
8. 項靖（譯）（民91）。論文計劃與研究方法（原作者：Lawrence F. Locke、Waneen Wyrick Spirduso、Stephen J. Silverman），新北市：韋伯文化。
9. 張緯良（民95）。人力資源管理：本土觀點與實踐，新北市：前程文化。
10. 黃良志、黃家齊、溫金豐、廖文志、韓志翔（民96）。人力資源管理理論與實務。台北市：華泰。
11. 楊瑞臨。（民102年4月）。半導體綜論，證交資料，612，49-58。趙郁文（民99）。國際企業管理系統化理論與分析。台北市：華泰。
12. 葉至誠、葉立誠（民89）。研究方法與論文寫作，台北市：商鼎文化。
13. 劉秀娟、湯志安（譯）（民97）。人力資源管理（原作者：Lawrence S. Kleiman）。台北市：揚智文化。（原著出版年：1998）
14. 嚴文華、宋繼文、石文典（民91）。跨文化企業管理心理學。台北市：揚智文化。

（二）學位論文

1. 李佳儒（民101）。人力資源招募甄選之研究－以電子科技產業為例（碩士論文）。取自http://nccur.lib.nccu.edu.tw/handle/140.119/55148
2. 郭惠美（民99）。高科技公司校園人才招募策略及其對企業影響之研究（碩士論文）。取自臺灣博碩士論文系統。（系統編號002976612）。
3. 陳玫婷（民96）。高科技產業人力資源招募甄選之研究（未出版之碩士論文）。國立政治大學，台北市。
4. 張芬霞（民95）。跨國人力資源開發與管理模式的比較研究【專論】。武漢大學學報，2，59。
5. 張育瑞（民95）。產業與地方法展關係之研究-以裕隆汽車在苗栗縣三義鄉為例（未出版之碩士論文）。私立逢甲大學，台中市。
6. 翁良杰、賴薏筑（民100）。多國籍企業亞太區域空間分工類型之探究：以台灣設立子公司之多國籍企業為例【專論】。遠景基金會季刊，2，34。
7. 廖述嘉（民96）。臺灣中小企業國際化動機、人力資源策略與控制關係之研究（碩士論文）。取自臺灣博碩士論文系統。（系統編號003156225）。
8. 楊雅琪（民100）。在台跨國公司招募策略之研究（碩士論文）。取自台灣博碩士論文系統。（系統編號002843775）。

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