臺灣博碩士論文加值系統

隨著知識經濟時代的到來，人力資本逐漸受到重視。智慧財產權變得非常重要。本研究的目的是台灣企業對智慧財產權人員職能項目要求之認知調查研究。選出六大產業，包括農業產業、資通訊與電子產業、精密機械產業、生物科技產業、民生化工產業、以及文化創意產業，各產業以便利抽樣方式，抽出約10家企業或單位做資料蒐集。本研究以個案訪談的方式蒐集研究資訊。提出了4個訪談問題，包括：

（1）公司所選擇之智慧財產權項目；
（2）所需之知識和能力；
（3）所需之學術背景；
（4）所需之人格特質。

調查結果顯示，在知識和能力方面的要求是專利檢索，申請專利範圍解析，以及外語能力；在學術背景方面的要求是相關領域的學術背景；在人格特質方面的要求是溝通技巧。

With the advent of the era of knowledge economy, human capital was gradually taken seriously. Intellectual and property right become very important. The purpose of this study was to discover the competency of internal staff of intellectual and property in Taiwan. Six major industries were selected, including agricultural industry, information and communication technology industry, precision machinery industry, biotech industry, consumer goods and chemical industry, and cultural and creative industry, each about 10 companies for collecting data. An interview survey design was adopted to collect data. This research presented four interview questions, including:

（1） The type of intellectual property rights the company selected;
（2） For finishing the work, the knowledge and ability of the intellectual property talents;
（3） For finishing the work, the academic background of the intellectual property talents;
（4） For finishing the work, the personality traits of the intellectual property talents.

The results revealed that on knowledge and ability, the demands were patent search, claim resolution, as well as foreign language ability; on academic background, the demands were the relevant fields academic background; on personality trait, the demands were communication skills.

摘要 i
誌謝 v
目錄 vii
圖表目錄 ix
第一章 緒論 1
1.1 研究背景 1
1.2 研究動機與目的 5
第二章 文獻探討 7
2.1 職能之定義 7
2.2 核心競爭力 12
2.3 職能之內涵 13
2.4 職能分析方法 15
第三章 研究方法與設計 19
3.1 研究方法之選擇 19
3.2 訪談大綱設計 22
3.3 抽樣計畫 24
第四章 研究成果 33
4.1 農業產業訪談結果之彙整 33
4.2 資通訊與電子產業訪談結果之彙整 36
4.3 精密機械產業訪談結果之彙整 45
4.4 生物科技產業訪談結果之彙整 52
4.5 民生化工產業訪談結果之彙整 57
4.6 文化創意產業訪談結果之彙整 62
4.7 智慧財產權服務產業訪談結果之彙整 65
4.8 討論 67
第五章 結論與建議 71
5.1 訪談結果之結論 71
5.2 建議 76
5.3 研究限制 78
5.4 未來研究方向 79
參考資料 81

中文部分：
1.Elent.(2013). 專利大戰背景下的專利加值.
2.大紀元.(2015). 三星賠蘋果5.48億美元 專利官司仍未了.
3.工業技術研究院. (2014). 台灣電子產業回顧與展望.
4.呂志明、張寧.(2011). 抄襲金魚圖，橙果判賠.
5.李淑蓮.(2015). 專利從業人員需要具備什麼條件，讓專業內行的來說清楚、講明白！.
6.李嘉哲、鄭晉昌.(2008). 管理職能模型之建立—以A公司為例.國立中央大學.
7.財訊.(2015). 台積電遇天險，張宗謀如何神解？.
8.楊尊恩、林文政.(2004). 職能模式在企業中實施之現況調查.國立中央大學.
9.賴春金、李隆盛. (2011). 職能分析的方法與選擇.
10.謝君臨.(2015). HTC內鬼案 簡志霖涉洗錢被起訴.

英文部分：
1.Albanese, R. (1989). Competence-based Management Education. Journal of Management Development, pp.66-76.
2.Boyatzis, R.E. (1993). The Competence Manager: A Model for Effective Performance. New York: John Wiley & Sons, Inc.
3.Chisholm, M.E. (1976). Medical Personnel in Education: A competency approach.
4.Daniel, F. Chambliss & Russell, K. Schutt. (2015). Making Sense of the Social World: Method of investigation. 台北市: 雙葉書廊有限公司.
5.Denzin, Norman K. and Yvonna, S. Lincoln. (1994). Introduction: Entering the field of qualitative research. Handbook of qualitative research, 2nd ed, pp.1-28.
6.Dzinkowski, R. (2000). The measurement and management of intellectual capital: an introduction. Management Accounting, pp.32-36.
7.Fletcher, S. (1992). NVQs, standards and competence: A practice guide for employers. Management and trainers, kogan page.
8.Glosson, L. R. and Schrock, J. R. (1985). Competencies needed for articulation among and between post-secondary vocational food technology programs in Texas. ERIC Document Reproduction, Service No. ED 266262.
9.Gonczi, A., Hanger, P., and Oliver, L. (1990). Establishing competency-based standards in the professions. Australia: Department of employment, education and training.
10.Guglielmino, J.P. (1979). Developing the top-level executive for 1980’s and beyond. Training & Development Journal, pp.12-14.
11.Hager, P. and Gonczi, A. (1980). What is Competence?
12.Maxwell, A.Joseph. (1996). Qualitative research design: An interactive approach.
13.McClelland, D.C. (1973). Testing for competence rather than for intelligence. American Psychologist, pp.1-24.
14.McLaganP.A. (1980). Competence Models. Training & Development Journal, pp. 22-26.
15.Miller, William L. and Benjamin F. Crabtree. (1999). The dance of interpretation. Doing qualitative research, ed., pp.127-143.
16.MirableJ.R. (1997). Everything you wanted to know about competency. Training & Development, p. 75.
17.OECD. (1996). The knowledge-based economy. Paris: OECD.
18.OECD. (1999). Education. Highlight of the OECD Information base, pp.1-13.
19.OECD. (1999). The knowledge-based economy: a set of facts and figures . Paris: OECD.
20.OECD. (2000). A new economy? The changing role of innovation and information technology in growth. Paris: OECD.
21.OECD. (2014). Competency framework.
22.Parlett, Malcom and David Hamilton. (1976). Evaluation as illumination: A new approach to the study of innovative programmes. Evaluation studies review annual, pp. 140-157.
23.Prahalad, C. K. and Hamel, G. (1990). The core competence of the corporation. Harvard Business Review, pp.79-91.
24.Roynolds, A. (1993). The trainer’s dictionary: HRD terms, Abbreviations, Acronyms. HRD press.
25.Spencer, Jr. L.M and S. M. Spencer. (1993). Competence at work: Models for Superior Performance. New York: John Wiley & Sons, Inc.
26.Timothy, R.A. & Michael, S.O. (1999). Emerging Competency Methods For The Future. Human Resource Management.

 
網路資源：
1.TIPA智慧財產培訓學院. (2016). https://www.tipa.org.tw/
2.日月知識. (2016). http://www.aak.com.tw/company/company.php
3.台灣證券交易所. (2016). http://www.twse.com.tw/ch/index.php
4.范光照. (2016). 精密機械的產業及基礎探討http://140.112.14.7/~measlab/course/101%E4%B8%8A/%E7%B2%BE%E5%AF%86%E6%A9%9F%E6%A2%B0%E6%A6%82%E8%AB%96/%E7%B2%BE%E5%AF%86%E6%A9%9F%E6%A2%B0%E5%9F%BA%E7%A4%8E%E6%A6%82%E5%BF%B5.pdf.
5.職訓局勞動力發展辭典. (2016). http://laborpedia.evta.gov.tw/link1.asp?did=C002&result=yes