以職能模型為基礎建置機構工程師學習地圖之研究－以E公司為例

Research on Constructing Mechanical Engineer Learning Map Based on Competency Model – A Case Study of E Company

簡嘉儀(Chien Chia-Yi)

指導教授 ： 林弘昌

國立臺灣師範大學/科技與工程學院/科技應用與人力資源發展學系/碩士(2019年)

https://doi.org/10.6345/NTNU201900637

摘要

在企業中「人」落實了企業價值、文化觀念、產品品質、研發技術、行銷能力與人際網路等事宜，而透過人才能力的發揮，才能使企業更具價值與生命力。現今職能的應用已逐漸為企業所接受，最常應用的人力資於活動即為招募。然，職能的應用還涵蓋了一切與人相關的活動，包含教育訓練、人才發展等，諸多企業在面對教育訓練規劃之際，時常面臨的問題即為缺乏系統性的規劃，而本研究希望以績效為目標，以職能為基礎，建立專業職能的學習地圖模型，讓員工可以透過學習地圖的脈絡，迅速且明確地掌握自我學習發展的路徑，企業也可藉由學習地圖的內涵更有層次、有系統的進行教育訓練與人才發展。
本研究旨在以個案企業所發展的職能模型為基礎，建置機構工程師的學習地圖，研究目的有二：(1)分析企業職能模型，(2)建置機構工程師學習地圖。本研究首先採用文件分析法歸納出個案企業各級機構工程師應具備之職能內涵與能力級別，然後邀請相關學者專家，對象包括：(1)個案公司之機構工程師、與相關單位主管15名；(2)外部職能專家3名，共計18位專家，並以研究者自編的「以職能模型為基礎建置機構工程師學習地圖」焦點團體訪談題綱進行焦點團體訪談，以探討機構工程師的學習脈絡。研究結果發現：(1)學習地圖之發展應依據企業對於該職務之需求與期待進行設計、(2)學習地圖因應員工各階段的能力與工作任務，規劃適切的學習內容、(3)學習科目的規劃在於能為企業解決問題與產出貢獻、(4)撙節教育訓練資源，整併學習對象共同學習、(5)滿足企業對職務的未來期待，跨領域學習的設計，以及(6)機構工程師培育設計能力重於製程規劃。本研究依據研究發現，提出企業未來建置其他職務之學習地圖的參考，與學習地圖在應用方面的建議。

關鍵字

職能模型 ； 機構工程師 ； 學習地圖

並列摘要

In companies, human represents the implement of corporate value, culture concept, product quality, technique in research and development, marketing ability and social network. Therefore, as a company fully functioning the talents, it can be more valuable and has more vitality. Recently, companies gradually begin to put implementation of competency in practice. Recruitment is the most commonly seen implementation in the field of human resource, including actions concerning with human, which are employee training, talent development and so on. When the companies are planning for training program, the problem occur most frequently is the lack of system. This research aims at building specialized competency learning map model by putting emphasis on performance and building foundation on competency. By reading the learning map, employee can seize the route for developing self-learning rapidly and precisely. Also, company can practice educational training and talent development in more organized and systematic way.
The main idea of this research is to build learning maps for mechanical engineer based on the competency model developed in the target company. The goals of this research are as follows: (1) Analyzing competency model. (2) Establishing learning map for mechanical engineer. This paper adopts “documentary analysis method” to figure out the competency and ability that every level of mechanical engineer should possess in the target company, then applies “focusing group interview method”. In this research, there are 18 participants in total, including: (1) 15 mechanical engineers and supervisors in related units of the target company, (2) 3 external experts in the field of job competency. For the research instrument, we take the outline from focusing group interview in "Constructing Mechanical Engineer Learning Map Based on Competency Model”, written by the author of this paper, to discuss the learning route of mechanical engineer.
The results of this study led to findings as follows: (l) The design of learning map for a position should be depending on the demand and expectation of a company, (2) Learning map for an employee should be designed properly according to the competency and the task possessed in the current stage, (3)The target of the learning course is to solve problem and make contribution to the company, (4) Providing shared-learning courses can save training resource, (5) Interdisciplinary learning course is needed for fulfilling the expectation for a position in the future, and (6) For mechanical engineers, it is more important to cultivate the capability of designing than process planning. This paper provide reference for building learning maps for other positions and advice for the implement of learning maps.

並列關鍵字

Competency model ； Mechanical engineer ； Learning maps

參考文獻

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