資訊安全服務業訓練新進人員之研究

台灣在全球金融風暴的襲擊之下，失業率節節升高，企業大量的裁員，然而資訊安全服務業仍持續的在增加人員。但是，資訊安全服務業人員在勞動時間較長、工作壓力大以及對福利制度、薪資產生期望落差情況之下，人員之流動率在所屬高科技產業中相對地來得高。因此企業為了降低新進人員離職率，對新進人員實施教育訓練，以減少新進人員因不適應工作環境及專業技能不足而產生離職意圖。因此從中所延伸出的研究目的如下：一、探討企業是如何訓練新進人員以及如何甄選新進人員?二、瞭解企業對員工實施教育訓練之後，人員之專業技能與知識是否有提升?三、新進人員在進入企業後接受人力資本的投資後其離職率為何?四、瞭解新進人員進入企業後所產生的認知差距，是否會提高員工離職的傾向? 研究之方法是採取個案研究之方式，使用個案文獻資料分析及深度訪談法。研究對象以資訊安全服務業客服部之主管、在職員工與離職員工為訪談之對象。本研究結果發現企業對員工實施教育訓練其成效是有達到企業訂定之績效目標，而且也提升員工之專業技能與知識。企業在甄選新人時會依年度營運表對外公開招募，並以公司之需求來甄選出合適之人員。另外也發現員工進入公司後，產生之認知差距，的確會提高員工之離職意圖。而員工離職之原因則包括對薪資不滿意、福利制度不佳、升遷制度不明確以及工作滿足感與成就感較低等。

關鍵字

離職傾向；教育訓練；篩選理論

並列摘要

Under the impacts of globally financial crisis, Taiwanese unemployment rate has been increasing due to substantial worker-reduction among enterprises, however, only the service industry of information security is recruiting workers; unfortunately, the turnover and circulation rates of workers in service industry are the highest among hi-tech industry due to long working hours, high pressure, poor welfare and bad pay. As a result, the enterprises are undertaking training courses to reduce the poor adaption and supplement insufficient knowledge of new employees in order to lower the intentions of resigning, thereby reducing the turnover rate. The research purposes are: 1. to study how enterprises train and select new employees? 2. Whether the technological skill and knowledge of employees are promoted after receiving the training courses? 3. What is the turnover rate of new employees after receiving personal cost like training courses or education programs? 4.To understand whether the perceptive differences may increase the resigning probabilities of employees or not? The research discovers the training courses and education programs reach the preset performance objectives, also promote the professional skills and knowledge. The enterprises will recruit openly according to annul operation situation depending on requirements of the companies. Besides, it also discovers that the perceptive differences do increase resigning intentions. The root causes of resigning include poor pay and welfare, unclear promotion system, and lower senses of satisfaction and achievement.