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題 名 | 應用複合多準則決策模式建構基於人力投資制度之企業人力資源訓練品質績效評價模式=Exploring the Training Quality Performance System for Enterprise Human Resource based on IIP by Using a Hybrid MCDM Approach |
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作 者 | 管孟忠; 唐勝瑩; 莊彥清; | 書刊名 | 專案管理與系統工程學報 |
卷 期 | 9 2011.12[民100.12] |
頁 次 | 頁69-102 |
分類號 | 542.71 |
關鍵詞 | 人力資源訓練; 多準則決策; 決策試驗與評價實驗法; 折衷排序法; Human resource training; MCDM; DEMATEL; DEMATEL-based ANP; DANP; VIKOR; |
語 文 | 中文(Chinese) |
中文摘要 | 英國人力資源投資制度(Investors in People, IIP源於歐盟成立時,英國政府為協助企業提升競爭力,所建制之企業訓練品質績效驗證制度,目前歐洲許多企業皆導入IIP訓練制度。IIP制度驗證核心為改善組織績效,將員工發展與組織營運作連結,強化員工在職訓練,積極開發人才,有效凝聚員工向心力,同時協助企業進行變革與提升績效,最後目標是為企業建構高承諾與高績效的工作團隊。本研究採用決策試驗與評價實驗法(Decision Making Trial and Evaluation Laboratory, DEMATEL)建立IIP 屬性間影響系統結構模型,並結合DANP(DEMATEL-Based ANP)將IIP屬性間影響轉換為重要性程度,最後建立企業導入IIP績效評估模型。同時運用VIKOR進行企業人力資源訓練品質績效評估,確認個案A企業之人力資源訓練品質績效最差的屬性,並透過系統結構模型提出具有因果方向的訓練績效提升與改善策略。 |
英文摘要 | The IIP (Investors in People) originates from the European Union to enhance the enterprise competence by improving the quality of training process. Many European companies have adopted and followed this best practice of IIP. The core of IIP set of practices is to improve the capabilities of organizations, to link employee development with corporate operations, and to strengthen on-job training, effectively condense the employee centripetal forces and to provide better platform for revolution. In the end, this will help build up an effective team with high-commitment and high-effectiveness. The following study constructs the system structure model by adopting DEMATEL (Decision Making Trial and Evaluation Laboratory). Also, it puts together the DANP (DEMATEL-Based ANP) to convert the attributive effects into scale of importance, and eventually construct the IIP appraisal model. Consequently, VIKOR is applied to evaluate the effectiveness of training by HR within case-study of enterprise A, and to find the worst attribute of this appraisal, so as to provide cause-and-effect oriented improvement strategy through system structure model. |
本系統中英文摘要資訊取自各篇刊載內容。