金融業員工生涯發展方案實施現況之研究

The study of career development program in financial industry

徐秀燕(Shu Shiu-yan)

指導教授 ： 余鑑

國立臺灣師範大學/科技學院/工業科技教育學系/碩士(1999年)

摘要

本研究旨在瞭解國內金融業目前實施生涯發展方案的現況，期望藉此研究之結果提供實施生涯發展方案的相關資訊，作為企業實施生涯發展方案時的參考，以助於生涯發展方案的實際執行。
本研究主要採用問卷調查法，並利用訪談的方式蒐集實際作法的資料。問卷發放的對象為商業週刊1000大企業排名中的前150大金融機構，利用問卷蒐集實施生涯發展方案的對象、目標、原因、時間和困難，以及方案的內容和實施成效的資料。問卷回收43份，回收率約為28.7%，實際可供利用的問卷為35份，有效問卷之回收率為23.3%。將問卷資料和訪談資料經過整理與分析後，整理歸納出金融業生涯發展方案的實施情況茲將其結果分述如下：
在曾經實施但中斷了和未實施生涯發展方案的原因中，以沒有足夠的預算╱資源、高階管理者的支持不足和管理階層缺乏興趣，所佔的比例較高。生涯發展方案實施的時間比例最高的為超過六年，其次為3~4年。在服務對象方面，以管理階層為主；實施目標主要在發掘人才、培養人才；實施的原因主要在組織發展；在實施過程中，最常面臨的困難為員工對生涯規劃與發展的認識不足；生涯發展方案大部份是由人事或人力資源單位負責執行。
實施內容部份，在提供自我評估工具與機會方面，實施比例最高的是於績效評估時和員工討論其發展的潛力。在組織的潛能評估過程方面，最常使用的為利用考核標準來預測員工的升遷潛能。在內部勞動市場資訊方面，將員工資料建檔使用的比例最高。至於員工的生涯諮商或輔導，主要由直屬上司負責。發展方案以提供參加外部研討會經費補助的實施比例最高。員工協助計畫方面，實施最多的是提供理財和休閒生活規劃的課程或講座。從問卷調查與訪談結果得知，生涯發展方案中的發展方案是實施最普遍和較受重視的部份，員工協助計畫則是最少被考慮實施的部份。
關鍵詞：金融業、生涯發展方案

關鍵字

金融業 ； 生涯發展方案

並列摘要

The purpose of this study is to know the state of the implementation of career development program in financial industry. Wish to offer the information about career development program for businesses to be a reference in implementing career development program. The research methods of the study are survey and structured interview. The questionnaires are mailed to the first 150 financial organization presented in Business Weekly. The interviewees are managers in security finance company, insurance company, and bank. After analyzing the data, the conclusions are :
The main reasons why career development program is being cut and not being done are (1) not having enough resource, (2) top managers’ insufficient support, (3) and manage level’s lack of interest. The period of implementation exceeding 6 years occupied the highest percentage. The management level is the main subject served. Finding and developing excellent people is the primary goal of implementing career development program. The main reason to implement career development program is organizational development. The main problem faced is employees’ lacking of understanding of career planning and development. And the responsible department is personnel or HR department.
Refer to the content of career development program, discussing with employee about his potential and performance appraisal are the most frequently used in offering self-assessment tools and opportunities. The evaluation standards is the most frequently used to predict employees’ potential in organizational potential appraisal processes. Making employees’ files is the most way in internal labor-market information. In career counseling, the manager takes the main role. Offering tuition reimbursement for participation in external seminar is the most used way in development program. In employee assistance programs, the most used way is offering the program of financial and leisure planning. In career development program, employee assistance programs is the least implemented and development program is the most popular one and being more emphasized part.
Keyword : financial industry , career development program

並列關鍵字

financial industry ； career development program

參考文獻

李肇平（民84）。生涯發展方案與組織承諾之關係研究—以員工生涯發展

Granrose, C.S. & Portwood, J.D.(1987). Matching individual

Beach, D. S.(1980). Personnel: The management of people at

and development: Applying contemporary theories to

practice. San Francisco, C.A.: Jossey-Bass Publishers, Inc.