運用核心職能於選才工具之發展--TTT公司之選才工具發展專案

戴淑芬

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運用核心職能於選才工具之發展--TTT公司之選才工具發展專案

The Utilization of Competency Model in Selection/Assessment Tool Development--A live Recruitment Project in TTT Company.

戴淑芬 , Masters　　Advisor：李弘暉博士　　

英文

選才工具；核心職能；工作職掌說明書；電腦化的問卷； Selection tool ； Competency Model ； Job Profile ； Computerized Questionnaire ； Web Recruiting

Abstract │ Reference (114) │ Times Cited (1) │ Altmetrics

Abstract 〈TOP〉

Parallel Abstract 〈TOP〉

Objective:
           The written paper tries to develop a selection tool for real needs of a high-tech company to achieve efficiency and effectiveness improvement in recruiting process.  TTT company is a famous high tech company , the needs of expansion from volume and headcount in year 2000 are double than the past 13 years , the headcount requests expend from 7000 to 14000; except merged couple companies to meet the high volume demand , the talent increase is urgent for the company growing.  Since it is a extremely famous company as most of people wish to join ; the web site or recruiting channels are full of candidates resumes.  However, with limited resources on recruiters, Not all the resumes have the chances to be reviewed by recruiters.  To meet the growing goal with high quality employees, a project team was formed by project manager, administrator and external consultants.
           Methodology:
           Several alternatives were considered to achieve the goal; A strategy for Y2K recruiting was made, within A selection tool was requested due to the quality hiring needs to be ensured in Quantity hiring. The tool was developed based on job profile which worked with line managers , peers and superior managers to test the skill and behavior of a candidate’s tendency.
           Competency model is a trend to evaluate employee’s performance, skill gap and training objective.  And the job profile was determined by competency model, after defined the competency of each different job, it can be utilized into different aspects of Human resources function to minimize the gap between individual’s competency and business objectives.  In this paper, the competency model development is also discussed based on written books and web site white papers.  The key focus on utilizing the competency model in this paper is in selection tool.
           Since it is a real working project, the paper result is in final product of the tool. The paper will present the tool and how it was developed with method of project management, creativity solutions from work force team and library book, web white paper study.  The group interview is to achieve the developing of the job profiling.
           The tool was developed by questionnaire through written test and oral interview on dimensions of Skill and Behavior, the final result was a recommendation candidate list by ranking order, the comparison is not the matter of high scoring but a competitive ranking.
           Result:
           With the new tool into the recruitment process reduces the huge amount of resumes which sent to TTT company and generate the most valid resume for Recruiters and Hiring mangers to save process time and improve the validation of hiring.
           Finally, the scoring system was developed through Information Technology to auto scoring and the whole tool will be install in PC and even web-site as a on-line test tool.  Since the tool just developed in Feb. 2000,  It still needs time for validation process after implementing a period of time.

Reference ( 114 ) 〈TOP〉

Bartram, D., Distance Assessment —Psychological Assessment through the Internet.
連結：
Selection and Development Review. (1997)
連結：
Bloom , B.S. (Ed.), Taxonomy of Educational Objectives-Handbook I: Cognitive Domain, ( 1956)
連結：
(1998)
連結：
Differences and Behavior in Organizations ( San Francisco: Jossey-Bass, 1996)
連結：

Times Cited (1) 〈TOP〉

彭峻豪(2007)。職能適性測驗與員工甄選、工作績效之相關性研究--以光電A公司為例。臺灣師範大學工業科技教育學系在職進修碩士班學位論文。2007。1-147。

Altmetrics

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