臺灣博碩士論文加值系統

鑑於專案經理在進行軟體人力估算時，常因本身能力及歷練不同而在人力估算時有極大差異，因此軟體人力估算不精準也成為專案失敗關鍵因素之一。為了更有效的提昇軟體人力估算的精準度及透過團隊學習來凝聚團隊的共識，在潛移默化中進行流程變革以達到提昇企業的獲利能力，成為本個案思考的方向與新的課題。
本個案主要目的是以 InfoTech 公司的工程部門計劃建構軟體人力估算系統的同時，並運用團隊學習方法，嘗試著改變企業現有的人力估算思維及文化，帶動組織進行相關流程變革。面對新資訊科技的導入，需排除眾人疑慮及抗拒反彈，將此流程推廣執行的更順暢；透過團隊學習方法及手段去凝聚共識達到公司的目標並創造多贏的新局；累積多種估算模式執行的經驗後，建構成組織標準估算模型(Standard Estimation Model)，這些過程在公司變革路上成為重要的催化劑，不但為公司創造競爭優勢，也引領公司在系統整合產業發展上更具競爭力。
本論文採用哈佛式個案撰寫法，包含個案本文及教學指引兩部份，教學指引針對個案中的討論內容做詳細說明，主要議題有變革管理、團隊學習、軟體人力估算，分別就文獻學說及個案分析做整理，以期達到理論與實務相結合之目的。透過本個案可以了解改變現有的工作習慣是一件不容易的事；推動軟體人力估算模型作業是為了改善專案經理人的缺點，它牽涉到個人習慣、企業文化、系統流程、運用技術及工具，如何突破種種限制順利完成標準化軟體人力估算模型作業為本教學式個案論文探討之重點。

While project managers conduct software effort estimation, software effort estimation often remains a big difference due to their own ability and experience. Hence the precision of software effort estimation also becomes one of the key factors to project failure. That how to effectively improve the precision of software effort estimation, agglomerate the consensus through the team learning, and carry on processes improvement to imperceptibly promote capability of enterprise profit has become an important topic and direction of this case enterprise.
The main purpose of this teaching case is to illustrate the project of how to construct the software effort estimation model, change the thinking and culture of enterprise by team learning approach, and improve the relevant processes in the engineering department of InfoTech Company. The case describes how to eliminate all doubts and reduce employee’s resistance after the introduction of new information technology. It also describes how to smoothly execute the pilot promotion through team learning method, and how to agglomerate the consensus to achieve the company's goals and therefore create a multi-win new situation. As the experience of software effort estimation accumulates, it will be an important catalyst for this case enterprise on the road to corporate transformation and revolution, and further lead the case enterprise to be more competitive in the system integration industry.
The paper adopts Harvard Case Writing Method, which includes the “Case Text” and “Teacher Reference Manual”. The “Teacher Reference Manual” explains the case content and discussion in details. Main topics include “Software Effort Estimation”, “Change Management” and “Team Learning”. This thesis includes academic theory and case analysis to achieve the aim of combining theory and practice. Through this case study we can understand that it is not an easy task to change existing working habit and culture of an enterprise. Promoting the software effort estimation model involves the changes of existing personal habit, corporate culture, and system processes, technology and tool. The issue how to break through the difficulties in constructing software effort estimation model is the main topic addressed by this teaching case thesis.

中文摘要 I
Abstract II
誌 謝 III
目 錄 IV
圖 目 錄 VI
表 目 錄 VII
壹、 個案本文 1
一、 金融海嘯餘震 1
(一) 營收略減利潤卻大幅下滑 1
(二) 個案公司概況 2
二、 面對業務疑慮 4
三、 執行部屬抗拒 4
四、 啟動研究、試行及決策 4
(一) 估算類型的發現 5
(二) 第一類:專家經驗型估算(2009/7) 8
(三) 第二類:排程型估算(2009/10)-以MS Project排程軟體為例 10
(四) 第三類: WBS型估算(2010/2) 14
(五) 選用FPA估算模式(2010/10) 18
(六) 改良式FPA估算模式(2011/10) 20
(七) 建立軟體人力估算模型 25
五、 量化有成效益顯現 26
六、 分析驗證完成使命 28
貳、 個案教學指引 30
一、 個案總覽 30
二、 教學目標與適用課程 30
三、 學員課前討論問題 34
四、 個案背景 34
(一) 個案描述 34
(二) 個案故事層次及里程碑 35
(三) 個案人物 36
五、 管理議題與理論 37
(一) 三大層次的研究議題 37
(二) 理論與管理應用 38
(三) 議題：變革管理 39
(四) 議題：團隊學習 46
(五) 議題：軟體人力估算 50
六、 引導問題與探討重點 54
七、 教學建議 55
八、 板書規劃 56
(一) 板書1：軟體人力估算方法及概念 56
(二) 板書2：功能點(FPA)估算模式 58
(三) 板書3：學習型組織建構 59
(四) 板書4：變革管理 60
參、 參考文獻 61
一、中文文獻 61
二、英文文獻 61

一、中文文獻
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6.吳定、鄭勝分、李盈盈（2005），《組織發展應用技術》。臺北：智勝文化公司。

二、英文文獻
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