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  • 學位論文

觀光旅館業人力資源部門主管職能之研究

Assessing Managers’ Competency of Tourist Hotel Human Resources in Taiwan

指導教授 : 蔡招仁 林銘昌
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摘要


政府以發展台灣為永續觀光的「綠色矽島」為願景,近年來極力推動「觀光客倍增計畫」及政府積極辦理民間參與三至五星級觀光旅館BOT 案,日俱增的觀光旅館,競爭激烈將是無法避免的情況。在高度的競爭壓力中,為替組織尋求機會,取得競爭優勢;於是,企業紛紛把焦點轉移至尋找其內部的資源以維持持久的競爭優勢。人力資源具備抽象而不易觀察、模仿的特質,為組織帶來了維持持久競爭優勢的希望。 本研究目的在於建構觀光旅館業人力資源部門主管之職能,透過修正式德爾菲法的運用,由文獻探討編製德爾菲專家問卷,再配合觀光旅館的人力資源主管,透過專家回答結果之統計回饋,重複判斷以得到專家共識。 根據統計分析結果,觀光旅館業人力資源部門主管的職能構面包含:個人能力、技術性能力、概念性能力、人際性能力,共計4 項構面,而當中包括40 項職能指標,透過修正式德爾菲法,共發出12 份問卷,有效問卷10 份,有效回收率為83.3%。本研究結果已初步建構出觀光旅館業人力資源部門主管之職能指標,可使從業人員不斷的精進與發展,並為後續研究建構出職能量表的基礎

並列摘要


In developing Taiwan as a Green Silicon Island for future traveling destination, recently Taiwanese government is promoting “double traveler arriving plan,” and encouraging investors participated in BOT hotel plan for three to five star hotels. Within this competitive tourism market, hotel participants have to search for suitable approach in helping hotel’s daily operations. Human resources management is vague and difficult to observe and imitate, so that is one of the important internal marketing approaches in hotel industry. This study focus on establishing hotel human resources managers’ competency needed for performing his or her duty efficiently and effectively. Modified Delphi technique is employed through this study. Questionnaire is developed by reviewing literature and experts review. The consensuses are concluded by hotel human resources managers’ feedbacks. Return rate of this study was 83.3%. The results show that hotel human resources manager’s competency framework including: personality ability, technical ability, concept ability, and communication ability. Within this framework, 40 competence characteristics were included. Moreover, this study will become a basic functional measure index for the hotel industry and future study in helping job design for hotel human resources managers.

參考文獻


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