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研究生:曾美雯
研究生(外文):Tseng, mei-wen
論文名稱:新創公司經營雇主品牌之行動研究 -以Z數位科技公司為例
論文名稱(外文):The Study to Cultivate Employer Branding: A Case Study of Z Company
指導教授:鄭瀛川鄭瀛川引用關係
指導教授(外文):Cheng, Ying-Chan.
口試委員:賴姿伶林文政
口試委員(外文):Lai, Tzu-LingLin, Wen-Jeng
口試日期:2019-06-25
學位類別:碩士
校院名稱:銘傳大學
系所名稱:諮商與工商心理學系碩士在職專班
學門:社會及行為科學學門
學類:心理學類
論文種類:學術論文
論文出版年:2019
畢業學年度:107
語文別:中文
論文頁數:62
中文關鍵詞:新創公司雇主品牌行動研究
外文關鍵詞:StartupEmployer BrandingAction research
相關次數:
  • 被引用被引用:0
  • 點閱點閱:245
  • 評分評分:
  • 下載下載:9
  • 收藏至我的研究室書目清單書目收藏:2
隨著人才外移增加,人才短缺也日漸擴大,促使企業開始重視優質員工的留任策略及強化潛在人才吸引力,對於新創公司而言,優秀人才的投入攸關其生存與發展的關鍵。雇主品牌(Employer Branding)為人力資源管理的新思維,目的在建立一個員工心中理想的工作場所,藉以增加員工工作認同度與投入、強化員工留任意願及塑造組織文化與聲譽,達到企業實現發展目標並永續經營。本研究採用Berthon, Ewing & Hah(2005)提出雇主品牌的五項價值觀點為評量指標,以發展價值(Development value)主軸,結合問卷、觀察的方式,分析組織現況在提升雇主品牌所面臨的問題,透過文獻探討及規劃組織提升雇主品牌的行動方案,以診斷、計畫、行動、評估等四個步驟,藉由人力資源領域的新人訓練、在職訓練、工作指導...為本研究之行動介入方案,並探討行動方案實施的歷程,及評鑑行動方案實施結果,提出組織於經營雇主品牌的建議。由於行動方案仍在實施進行,現階段效益為員工知覺個案公司對於員工技能與職能的培訓計畫,給予鼓勵與肯定的學習過程,有助於協助員工獲得未來職業生涯的經驗、藉由知識學習提升個人自信、並且可使員工呈現正面的工作敬業度。
With the increase in talent migration. The shortage of talents is also expanding. Encourage companies to pay attention to the retention strategy of quality employees and strengthen the attractiveness of potential talents. For start-up companies, the investment of talents is critical to their survival and development. Employer Branding is a new thinking for human resource management. The purpose is to establish an ideal workplace in the minds of employees. In order to increase employee recognition and input, strengthen employees' willingness to stay and shape organizational culture and reputation, and achieve corporate development goals and sustainable development. This study uses Berthon, Ewing & Hah (2005) to propose the five value perspectives of Employer Branding as the measurement indicators. Take the development value of the main axis. Combine the questionnaire and the way of observation. Analyze the current situation of the organization to improve the problems faced by Employer branding, Through the literature discussion and planning organization to promote the Employer branding action plan. Take four steps: diagnosis, planning, action, and evaluation. Through the training of newcomers in the field of human resources, on-the-job training, work guidance... the intervention plan for this research. It also explores the course of implementation of the action plan and evaluates the implementation results of the action plan. Propose a proposal to organize an employer brand. As the action plan is still being implemented. At this stage, the benefits are employee perception cases. The company's training program for employees' skills and functions and the learning process that encourages and affirms. Helps employees gain experience in their future careers, enhances personal confidence through knowledge learning, and enables employees to engage in positive work engagement.
目 錄
致謝辭 I
摘 要 II
目 錄 V
表目錄 VI
圖目錄 VI
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 新創公司 3
第二節 雇主品牌 4
第三節 雇主品牌-BERTHON , EWING & HAN之五種價值構面 7
第三章 研究方法 12
第一節 研究設計與流程 12
第二節 研究場域與研究參與者 14
第三節 研究工具 15
第四節 資料蒐集與分析方法 17
第四章 行動研究歷程 22
第一節 診斷 22
第二節 計劃 26
第三節 行動 31
第四節 評估 34
第五章 討論與建議 40
第一節 研究結果摘要 40
第二節 雇主品牌介入方案之綜合討論 42
第三節 研究限制與未來研究方向 43
參考文獻 45
附錄一 問卷 51
附錄二 訪談同意書 54
附錄三 訪談大綱 55
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