專業工程人員職能發展模型建置之研究-以塑膠製造業為例

The Model Building of Professional Competencies - A Case of Plastics Manufacturing Industry

黃文政(Wen-Zheng Huang)

指導教授 ： 施信佑

國立暨南國際大學/管理學院/經營管理碩士在職專班/碩士(2011年)

摘要

依據行政院主計處的統計：2009年塑膠製品產業的廠商家數約6,800家，產值約2,174億元，聘僱員工約13萬人，就塑膠製品產業而言，業者多以中小企業為主，至今業界仍然有找不到適當人才、不知道是否符合技能需求以及學用之間仍有落差等情形，反觀先進國家均積極推動專業人才證照及認證制度，作為培訓體系與因應產業需求的機制，最終目的在於縮小人才供需的落差，藉以提升產業競爭力。
因此，本研究透過文獻探討、產業環境調查與分析、專家/業者/工作者訪談、功能分析、專家會議等方法建立塑膠製程工程師-射出專業之職能模型，並以問卷驗證績效指標，除了提供產業環境與職類相關資訊及工作入門條件、工作描述等資訊以外，同時指出塑膠製程工程師-射出專業之職能包括：6項主要職責(Jobs)、16項工作任務(Tasks)、25項工作行為績效指標(Behavior Performance Indexes)、45項相關知識(Knowledge)、20項相關技能(Skills)、11項相關態度(Abilities)、10項工作產出(Working Outputs)。
同時根據產業環境調查與分析結果顯示塑膠產業在人才方面存在專業人才能力鑑別不易以及專業人才能力不符需求兩大議題，故期許透過塑膠產業專業技術人才職能模型的建置及相關應用研究，提供符合產業需求的專業人才鑑別機制與訓練建議方案，另一方面也做為學校或相關訓練單位提供學生職涯規劃之參考、建立學習目標及課程計劃之指標以及提供學生自我能力提昇之依據，以期有效填補產業專業人才供需的落差。

關鍵字

職能 ； 專業職能 ； 職能分析 ； 職能模型 ； 職能標準

並列摘要

According to DGBAS statistics: In 2009 plastic products industry in number of firms of about 6,800, the output value of about 2,174 billion, hiring about 13,000 people. The plastic products industry mainly composed of small and medium enterprises, since the industry still can not find the right people, do not know whether the skills needs and there is still gap between learning to use. The other hand, advanced countries are actively promoting professional license and certification system as mechanisms of training system and in response to industry demand. The ultimate goal is to narrow the gap between talent supply and demand, in order to enhance industrial competitiveness.
This study attempts at building a competence model of professional plastic injection engineer based on previous literature, environmental investigation and analysis, interview with experts, manufacturers, and workers in this business, competence analysis, and meetings with experts. Performance index of this model was validated with questionnaires. This model not only provided information like the environment of this business, criteria of hiring an employee, and job description, but also pointed out the competence a plastic injection engineer should have, including 6 jobs, 16 tasks, 25 behavior performance indexes, 45 knowledge, 20 skills, 11 abilities, and 10 working outputs.
Meanwhile, based on the investigation on working environment of industries, there are two main issues in plastic manpower need to improve, which are how to distinguish the level of professional competence and how to balance human resource supply and demand. Therefore, this plastic competence model and the research of this study might provide a mechanism to distinguish the level of competence for recruiting the required talent and proposing training projects. Also, this model could be used as a reference for career planning in schools or training institutions for students to evaluate themselves and achieve the goal of eliminating the gap between the supply and demand of human resource in the future.

並列關鍵字

Competency ； Professional competency ； Competency analysis ； Competency model ； Competency standards

參考文獻

一、 中文部分：

1.王虎存 (2010)，「建構以職能及人力資本為基礎的策略性人力資源規劃」，國家文官培訓所：T&D 飛訊第102期。

2.王基哲 (2009)，「整合式動態核心職能模式化系統建構-用於組織策略與人力資源更新」，高雄第一科技大學企業管理研究所碩士論文。

3.何俐安、李信賢、廖芳君 (2009)，「數位內容教學設計師專業職能之研究」，屏東教育大學學報-教育類，第三十二期(2009年3月)，295~332。

4.余宛蓉 (2009)，「國貿人員之人格特質與職能分析-以工業類產品為例」，成功大學企業管理研究所碩士在職專班論文。