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頁籤選單縮合
題名 | 企業人力資源主管在職訓練需求之研究 |
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作者姓名(中文) | 張菽萱; 陳聰浪; 洪清鏈; 許聰俊; | 書刊名 | 南開學報 |
卷期 | 2 1997.06[民86.06] |
頁次 | 頁265-275+277 |
分類號 | 494.386 |
關鍵詞 | 人力資源主管; 工作內涵; 訓練需求; Human resource manager; HR; Job contents; Training needs; |
語文 | 中文(Chinese) |
中文摘要 | 本研究旨在探討南投縣企業人力資源主管之在職訓練需求,作為培育人力資源主 管之課程設計,及規劃現職人力資源管理人員在職訓練之參考。 本研究首先採本文件分析法,並結合與企業人力資源主管訪談結果,共收集 65 個工作項目 ,據此設計調查問卷。調查對象以南投縣廠商人數在 50 人以上之企業為母群體,採立意抽 樣的方式進行,共回收有效問卷 35 份, 回收率為 42%,並以平均數、標準差、百分比、, 卡方檢定、t 檢定及變異數分析等統設方法進行分析、考驗。 本研究獲得的重要結論如下: 一. 人力資源主管的工作內涵共包括十個工作群,其分別為:組織調整與工作分析、人力資 源規劃、招募與甄選、訓練、建立薪酬與獎勵訓劃、福利與服務、績效評估、前程管理、勞 資關係與相關法令、員工安全與健康。 二. 人力資源主管認為:除前程管理比一工作群表現較不熟練外,其在其他九個工作群的技 能水準表現為普通。而不同年齡的人力資源主管在訓練與績效評估兩個工作群的技能水準表 現,有顯著的差異:高年齡層較低年齡層的人力資源主管表現更為熟練。在規模大小不同的 公司內的人力資源主管,在前程管理工作群的技能水準表現,有顯著的差異:小公司較大公 司的人力資源主管表現更為熟練。 三. 人力資源主管對所有工作群之訓練需求均表現出相當高的訓練意願。曾參加過或未曾參 加過人事管理訓練課程的人力資源主管,其對人事管理工作之訓練需求有顯著的差異:曾參 加過的人力資源主管較未曾參加過的有更強烈的訓練需求。 |
英文摘要 | The purpose of this paper was to investigate the job contents and trai ning needs of Human Resource (H.R.) managers in Nantou county. By analyzing the job frequency, the levels of skills, and training nneds of each job item, a mo re useful reference can be presented to improve the design of H.R. manager's tr aining program. whith documentary analysis and results of interviewing with many H.R. managers, 65 job items were collected in the questionnaire of this study. Purposive sampling were adopted and the return rate was 42%. The following statistics, mean, SD, percentage, Chi-square, t-test, and ANOVA were used to analyze the dat a. The major findings were as follows: 1.The job contents of H.R. managers comprised ten job groups, Organization Adjustment and Job Analysis, Human Resource Planning, Recruiting & Selection, Training, Establishing Pay Plans & Incentive Plans, Benefits & Service, Appraisi ng Performance, Career Management, Labor Relations & Related Acts, Employee Safety & Health. 2.H.R. managers skilled levels were fair for all job groups, except Career Management which was worse. As to the significant difference tests on the levels of skill, H.R. managers in different ages had significant different opinions on Training and Appraising Performance. Older manager were more skillful than youn ger managers. H.R. managers in different scales of companies had significant di fferent opinions on Career Management. Managers in Smaller scale companies are more skillful than those in larger scale companies. 3. H.R. managers considered that it necesary to have more training in all job g roup. As the significant difference tests on the training need, H.R. managers w ith or without related training experiences had significant different opinions on Recruiting & Selection and Training. Managers with training experiences had higher training nneds than those without training experiences. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。