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研究生:賴家秝
研究生(外文):Jia-li Lai
論文名稱:應用顧客消費數據分析進行個人化人才管理之研究
論文名稱(外文):Personalized Talent Management by Analyzing Transaction Log
指導教授:吳基逞吳基逞引用關係
指導教授(外文):Chi-Cheng Wu
學位類別:碩士
校院名稱:國立中山大學
系所名稱:企業管理學系研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:中文
論文頁數:92
中文關鍵詞:人力資源管理人才管理數據分析數據應用預測模型迴歸分析邏輯式迴歸分析
外文關鍵詞:Human Resource ManagementTalent ManagementData AnalysisData ApplicationPrediction ModelRegression AnalysisLogical Regression
相關次數:
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  • 下載下載:40
  • 收藏至我的研究室書目清單書目收藏:1
在知識經濟時代,企業要維持競爭力、掌握競爭優勢的重點在於是否擁有「人才」,如何獲取並留住人才、找到最適合企業之人力資源管理方式,為現今企業維繫競爭力之重要議題。因而本研究期望透過整理、分析公司之顧客消費數據,提出有別於傳統人力資源管理之個人化人才管理策略,以數據分析為基礎,掌握每位人才發展狀況進而給予不同之管理應對策略。
本研究取得2009年至2016年間之623,863筆顧客消費紀錄,先以敘述性統計觀察此公司之整體人才發展情形,再透過業績貢獻之時間序列表現分析公司內每位人才的成長曲線。接著透過年度資料建立預測模型,進行下一年每位人才的留任率及留任之預期貢獻預測。
最後,根據本研究分析結果,模型辨識率達84%以上,企業能夠在預測模型的幫助下預知每位人才的下一期留任機率,以及留任將帶給公司多少營收貢獻。並以分析結果為基礎提出人才價值矩陣,協助企業進行不同類型人才之管理,再輔以成長曲線圖搭配進行策略應用,更全面地掌握人才發展狀態。運用數據分析優化傳統人力資源管理之「訓、用、留」策略,本研究之個人化的人才管理方法能夠有效協助企業掌握人才,維持並創造其競爭力。
In the era of the knowledge economy, companies whether to have the talent is the key to maintain their competitiveness and have the competitive advantages. Therefore, this study aims to find personalized talent management strategies by analyzing the company''s transaction log. This study is based on data analysis, different from traditional human resources management strategies, to find out personal conditions of each talent and then give them different management strategies.
In this study, 623,863 transaction logs were collected from 2009 to 2016, and then used descriptive statistics to overview the talent development of the company, drew the growth curve of each talent , and then used data to establish a forecast model to predict each talent’s retention rate and the expected revenue contribution in the next year.
According to the results of this study, the model AUC is 84%, so the company can predict each talent’s retention rate, and if he/she stay he/she will bring how much revenue contribution. Based on the result, this study proposed a talent value matrix to help enterprises to manage different types of talent, coupled with the growth curve can do a more comprehensive talent development strategy. This study used data analysis to optimize the traditional human resources management’s "training, development and retention" strategies and the personalized talent management can effectively assist enterprises to know each talent’s condition, maintain and create its competitiveness.
審定書 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 5
第一節 人力資源管理 5
第二節 從人力資源管理到人才管理 6
一、 資源基礎理論觀點 6
二、 人力資本理論 7
三、 人才管理 9
第三節 大數據與人力資源管理 12
一、 定義 12
二、 近年理論統整 12
第四節 小節 14
第三章 研究方法 15
第一節 研究流程 15
第二節 研究方法 17
一、 分析技術說明 17
二、 分析使用名詞說明 18
第四章 分析與討論 21
第一節 分析資料說明 21
一、 資料來源 21
二、 資料背景分析 21
三、 前置處理 24
第二節 初步資料分析及策略建議 30
一、 敘述統計分析 30
二、 成長曲線分析 38
第三節 模型分析結果 45
一、 預測留任機率 45
二、 預測留任預期貢獻 50
第四節 策略擬定 56
一、 預期留任率與預期貢獻矩陣 56
二、 分類方式應用時機 70
第五章 研究結論與貢獻 72
第一節 研究結果 72
第二節 研究貢獻 74
一、 學術貢獻 74
二、 管理貢獻 75
第三節 研究限制與建議 76
一、 研究限制 76
二、 未來研究建議 77
參考文獻 78
一、 中文 78
二、 英文 78
三、 網路來源 82
一、中文
翁聖宗,(1995),美髮業服務品質與品牌忠誠關係之研究,國立中山大學企業管理研究所碩士論文,1-67.
蔡隆坤,(2007),美髮院競爭優勢的決定因素探討-以區域連鎖店的經營模式為例,國立中山大學企業管理研究所碩士論文,1-105.
周宜樺,(2013),人力資本, 結構資本與關係資本對創業績效之影響-以創業機會辨識為中介變數,國立高雄應用科技大學企業管理研究所碩士論文,1-109.
陳湘菱,(2016),人才管理措施、自我人才辨識、 心理契約、及員工投入關係之探討,國立中央大學人力資源管理研究所在職專班碩士論文,1-128.
二、英文
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Boudreau, J. and Lawler, E. (2015a). Making Talent Analytics and Reporting into a Decision Science. Working paper, Centre for Effective Organisations. University of Southern California.
Boudreau, J. and Lawler, E. (2015b). Talent Analytics Measurement and Reporting: Building a Decision Science or Merely Tracking Activity? Working paper, Centre for Effective Organisations. University of Southern California.
Boudreau, J.W. and Jesuthasan, R. (2011). Transformative HR: How great companies use evidence based change for sustainable competitive advantage. John Wiley & Sons.
Boudreau, J.W. and Ramstad, P.M. (2007). Beyond HR: The new science of human capital. Harvard Business Press.
Boudreau, J.W. and Ramstad, P.M. (2006). Talentship and HR measurement and analysis: From ROI to strategic organizational change. Human Resource Planning, 29(1), 25 – 34.
Boudreau, J.W. and Ramstad, P.M. (2005). Talentship and the evolution of human resource management: from professional practices to strategic decision science. People and Strategy, 28(2), 17.
Becker,G.(1978).The Economic Approach to Human Behavior. University of Chicago Press.
Barney, J.B.,& Wright, P.M.(1997).On becoming a strategic partner: The role of human resources in gaining competitive advantage.
Chambers, E.G., Foulon, M., Handfield-Jones, H., Hankin, S.M, Michaels III, E.G. (1998). The war for talent. The McKinsey Quarterly, 3, 45-57.
Cheese, P., Thomas, R. J., & Craig, E. (2008). The Talent Powered Organization: Strategies for Globalization, Talent Management and High Performance. Kogan Page Publishers.
Cohn, J. M., Khurana, R., & Reeves, L. (2005). Growing talent as if your business depended on it. Harvard business review, 83(10), 62-70.
Conger, J. A., & Fulmer, R. M. (2003). Developing your leadership pipeline. Harvard business review, 81(12), 76-85.
Cheloha, R., & Swain, J. (2005). Talent management system key to effective succession planning. Canadian HR Reporter, 18(17), 5-7.
Cascio, W. and Boudreau, J. (2014). Investing in People: The Financial Impact of Human Resources Initiatives (2nd Edition). Upper Saddle NJ: Pearson Press.
DeCenzo, D. A., & Robbins, S. P. (2007). Fundamentals of Human Resource Management, Hoboken, New Jersey: John Wiles & Sons.
Davenport, T. H., Harris, J., & Shapiro, J. (2010). Competing on talent analytics. Harvard business review, 88(10), 52-58.
De Vos, A., & Dries, N. (2013). Applying a talent management lens to career management: The role of human capital composition and continuity. The International Journal of Human Resource Management, 24(9), 1816-1831.
Fitz-Enz, J. (2000). The ROI of human capital. Amacom, New York.
Fitz-Enz, J. (2000). ROI of human capital: Measuring the economic value of employee performance. AMACOM Div American Mgmt Assn.
Fitz-Enz, J. (2011). The new HR analytics. People and Strategy, 34(2), 58.
George, G. Haas, M. and Pentland, A. (2014). Big data and management. Academy of Management Journal, 57(2), 321 – 326.
Kesler, G. C. (2002). Why the leadership bench never gets deeper: Ten insights about executive talent development. People and Strategy, 25(1), 32.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human resource management review, 16(2), 139-154.
Lee, J., & Miller, D. (1999). People matter: Commitment to employees, strategy and performance in Korean firms. Strategic management journal, 579-593.
Lepak, D. P., & Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of management review, 24(1), 31-48.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human resource management review, 16(2), 139-154.
McLagan, P. A. (1989). Models for HRD practice. Training & development journal, 43(9), 49-60.
Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent. Harvard Business Press.
Pfeffer, J. (1994). Competitive advantage through people: Unleashing the power of the work force. Harvard Business Press.
Parnes, H. S. (1984). Peoplepower: elements of human resource policy. Sage Publications, Inc.
Rasmussen, T., & Ulrich, D. (2015). Learning from practice: how HR analytics avoids being a management fad. Organizational Dynamics, 44(3), 236-242.
Robbins, S. P.(1998). Organizational Behavior, N J. Prentice Hall Inc.
Schuler, R. S., & MacMillan, I. C. (1984). Gaining competitive advantage through human resource management practices. Human Resource Management, 23(3), 241-255.
Snell, S A., & Dean, J.W.1992.Integrated manufacturing and human resource management: A human capital perspective, Academy of management Journal,35(3),467-504
Sonnenberg, M., & van Zijderveld, V. (2015). Realizing the Highest Value of Investments in Talent Management. In Human Resource Management Practices. 31-51.
Sparrow, P., Cooper, C., & Hird, M. (2014). Do we need HR?: repositioning people management for success.
Tansley, C., Turner, P., Foster, C., Harris, L., Stewart, J., Sempik, A., & Williams, H. (2007). Talent: Strategy, management, measurement.
Tansley, C. (2011). What do we mean by the term “talent” in talent management?. Industrial and commercial training, 43(5), 266-274.
Ulrich, D., & Smallwood, N. (2012). What is talent?. Leader to Leader, 2012(63), 55-61.
Zhang, S., & Bright, D. (2012). Talent definition and talent management recognition in Chinese private-owned enterprises. Journal of Chinese entrepreneurship, 4(2), 143-163.
三、網路來源
行政院主計總處受雇員工動向調查報告,來源:https://www.dgbas.gov.tw/np.asp?ctNode=2845
蓋浙生,人力資本,2000年12月國家教育研究院,來源:http://terms.naer.edu.tw/detail/1301561/
Smeyers, L. (2015). What we learned about HR analytics in 2014 – part 2. Downloaded from http://www.inostix.com/blog/en/what-we-learned-about-hr-analytics-in-2014-part-2/ on 14/5/2015.
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