- 學位論文
組織形象、薪資、招募管道與招募成效關聯之研究-以飯店業為例
The relationship between Corporate Reputation、Salary、Recruiting and Recruiting Results – based on hotel industry
摘要
飯店業因政策開放與觀光策略推動，外國旅客入境觀光增加；而國內則因休閒意識抬頭加上勞動法令修法朝向縮短工時，鼓勵讓勞工實質休假，使得民眾休閒渡假已蔚為風潮。在住宿業的需求增加之下，飯店業近幾年不斷開發新案，人力需求的供給顯得愈來愈困難，但飯店業的競爭除硬體設施外，人員的服務好壞便是評估飯店品質的重要指標，勞動力密集的飯店業者如何能找到優秀的人才以維護應具備的水準，是目前人力資源單位最重要的任務。 本研究目的在探討組織形象、薪資條件與招募成效間的影響及使用不同的招募管道時與招募成效的關係，以協助飯店業的人力資源單位掌握到指標因素與關鍵問題。 本研究以問卷調查方式進行，以各飯店業的人力資源單位工作人員為抽樣對象，最終共回收126份有效問卷，使用SPSS進行數據分析後發現以下研究結論： 一、組織形象愈高對招募成效愈有正向影響。當企業形象良好求職者容易被吸引，而有更高意願至該公司應徵。 二、薪資條件愈好對招募成效愈有正向影響。因薪資是員工選擇工作的首要的考量，當薪資條件高時，求職者會有更高意願至該公司任職。 三、在使用不同的招募管道時，其招募成效有顯著差異。
並列摘要
The hotel industry is benefited from transparent policy and aggressive place marketing strategy. In addition, the awareness of leisure forces the labor law to shorten working hours. In order to encourage labors to take necessary off hours, it is a trend for labors to develop the leisure activities. Because of the increasing overnight demands, the hotel industry is consequently investing in new projects, giving rise to insufficient manpower supply. In addition to modernized-equipment, service quality provided by the staffs is also an indicator of hotel outperformance. How to find qualified staff is the most important task in labor-intensive hotel industry. The objective of this study is to discuss the relationship between corporate reputation, salary, recruiting and recruiting effectiveness. The findings of this study may assist managers of human resource department in designing recruiting strategies. Questionnaires survey is used to collected data from 126 respondents from human resources department in the hotel industry. The research findings are summarized as follows. 1.The higher reputation will bring the better recruiting effectiveness. The good corporate reputation will attract more applicants. 2.The higher salary will lead to the better recruiting effectiveness. Salary is the first priority for the applicants. Higher salary attracts more applicants. 3.Different recruiting channels will significantly cause different recruiting effectiveness.