建置人力資源巨量資料分析師積木職能模型之研究

文化大學機構典藏 CCUR > 社會科學院 > 勞動暨人力資源學系碩士班 > 博碩士論文 > Item 987654321/50726

jsp.display-item.identifier=請使用永久網址來引用或連結此文件: https://irlib.pccu.edu.tw/handle/987654321/50726

题名:	建置人力資源巨量資料分析師積木職能模型之研究 Study on Constructing Competency Blocks Model of Human Resource Big Data Analyst
作者:	宋貴榮
贡献者:	勞動暨人力資源學系
关键词:	職能職能模式積木職能模型巨量資料重要性─績效分析模式 Competency Competency Model Blocks Model Big Data Importance-Performance Analysis
日期:	2021
上传时间:	2023-02-09 14:22:26 (UTC+8)
摘要:	本研究係跨領域整合「人力資源」與「巨量資料分析師」兩個獨立職務，經回顧相關文獻及國、內外機構之研究成果，整合產出「人力資源巨量資料分析師」之八項工作任務。鑒於職務隨著時空背景的演變而有可產生不同，特選用動態性積木職能模型架構，搭配重要性─表現度分析模式（Importance Performance Analysis，IPA）概念，在正式發放問卷之前，徵詢專家及學者建議完善後，採用線上問卷的方式，依實際從事人力資源工作者，作為專家小組，實施問卷調查113位人員。回收之問卷再經由SPSS數據分析與資料探討後，成功建置人力資源巨量資料分析師積木職能模型，所需具備之職能項目要素初稿。其中基礎職能，包含「個人效能職能」九項、「學術職能」四項及「職場職能」五項；產業相關職能，包含「產業通用技術職能」五項及「產業專門技術職能」六項；職業相關職能，包含「職業特定要求」與「管理職能」各兩項，共計三大架構六階層33項要素。其中，各階層最重要的職能為謹慎細心、具備溝通協調能力、具備職業道德標準、具有法規與風險意識、精熟資料分析技術、具備行業專屬知識與具備策略性思考；最相關的職能為謹慎細心、具備溝通協調能力、具備問題分析與危機處理能力、具有法規與風險意識、善用資料分析工具、具備行業專屬知識與以成果導向進行管理；這兩層面應作為個體與組織優先投入資源進行補強之專項要素。值得注意的是，本研究發現不同性別和各年齡段對於人力資源巨量資料分析師的職能重要性看法沒有顯著不同。然而，若擔任主管職者，明顯對於「職場職能」有著較高期待。因此，對於非主管職的人力資源工作者來說，應使自己具備問題分析與危機處理能力、職業道德標準、專案管理能力與服務導向做事態度，以便向上管理。同時，研究者發現初入人力資源領域的啟蒙夥伴和已在人力資源深耕許久的先進，對於「個人效能職能」的觀點有顯著差異，一些基礎的謹慎細心、適應與彈性、執行力、主動積極、自我管理、自我學習、抗壓性、正直誠實與自信心，對於剛踏入人力資源領域的人員來說，更應注意與強化。而企業在此趨勢與需求情況下，應立即著手建立符合人力資源巨量資料分析師之人才發展方案與應用機制。可從宏觀的巨量資料數據運用思維、資訊安全意識；到微觀的具體細項要素給予適當地教育訓練資源，協助員工進行專業學習，激發個人的潛力。除提升個人能力外，企業更可基於本研究模型的職能要素進行內部人力資源單位變革轉型規劃，讓人力資源部門在企業策略決策中的角色，形成真正的策略夥伴，從而為企業創造巨大的商業價值，帶來更好的企業形象。建議未來研究者可先使用因素分析，降低維度（dimension deduction）之分析方法，找出背後共同潛在變項（latent variable）職能要素，加以整併去除同質性較高的項目再發放問卷。當然，也可以依循本研究結果設計並推出職能字典（competence dictionary），再透過職能評鑑機制，預測個人在工作中的表現，使組織發展與人力運用達到最佳效益。最後，職能建置是相當耗時費力的過程，但絕非長久不變的概念架構。 This research is the integrations of crossing two independent job position, which is Human Resources and Big Data Analyst. Reviewing all relevant literature from domestic and overseas, it is merged and listed into eight tasks of Human Resources Big Data Analyst. Based on the role and responsibility, it might be changed in different times and background. Therefore, by choosing dynamic Competency Blocks Model and Importance Performance Analysis (IPA) concept to set up Human Resources Big Data Analyst competency elements. Before executing formal survey, the questionnaire content was consummated by the experts and scholars according to their suggestions. Here after that using online survey to investigate 113 people, who is actual working for human resources professional field as expert group. After collecting all survey results, by using SPSS software data analyze and discuss. To build up Human Resources Big Data Analyst’s competency elements successfully of its initial illustration. At the base of the model, the foundational competency including nine elements from Personal Effectiveness Competencies, four elements from Academic Competencies, five elements from Workplace Competencies; the industrial related competency including five elements from Industry-Wide Technical competencies, and six elements from Industry-Sector Technical Competencies; the occupation related competency including both of Management Competencies and Occupation-Specific Requirements with each have two elements from them. There are three blocks with six tiers of 33 elements in total. The most important elements among each tier, which will be cautious considerate, communication and coordination skills, morality standard, law and risk awareness, familiar with data analysis technical, industry specific knowledge and strategy thinking. The most relative elements among each tier, which will be cautious considerate, communication and coordination skills, problems analysis and crisis solving, law and risk awareness, familiar with data analysis tools, industry specific knowledge & outcome-oriented management; These two factor’s elements should be regarded as the prioritize for individuals and organizations to put into resource to strengthening ability or skills. The study indicates that for those different genders and age groups with similar views on the importance of Human Resources Big Data Analyst competency elements. However, those supervisors have higher expectation on workplace competency. As a result, for non-supervisor human resources staffs, how to equip themselves with problems analysis and crisis solving, morality standard, project management ability & the manner of servant for better upward management. Meanwhile, in this study also found out that there is different point of views between the beginner and veteran of human resources toward personal effectiveness competencies significantly. Such as the cautious considerate, adaptivity and flexibility, execution, motivation, self-management, self-learning, stress resistance, integrity, and self-confidence. For those beginners, who into human resource field; they should pay more attention on strengthening elements mentioned above. Under this trend and demands, the enterprises should start to build up talent development plan and application mechanism in line with the Human Resources Big Data Analysts immediately. From macro dimension of apply for big data model, information security conscious to micro perspective of strengthening those competency elements, providing appropriate training resources to assist employees in professional learning and stimulate their own potential. This is not only to improve personal abilities or skills, but enterprises can also carry out internal human resources departments transformation planning based on the competency elements of this research model to make the role of human resources department in enterprise strategic decision-making and form a real strategic partner, helping enterprise creates more business value and bring better enterprise image or entrepreneur branding. In the future, it is suggested scholars who is dedicated into this fields can use factor analysis to dimension deduction of its methodology first. To figure latent variable competencies out and remove high homogeneity elements and then to start survey. And yet, you can use this model to create tailor competence dictionary to predict personal performance by competency assessment mechanism to make organization development and workforce utilization in efficiency. Lastly, constructing competency models makes a lot of process and takes times, but it is not immutable concept or structure absolutely.
显示于类别:	[勞動暨人力資源學系碩士班] 博碩士論文

文件中的档案:

档案	描述	大小	格式	浏览次数
index.html		0Kb	HTML	84	检视/开启

检视Licence

在CCUR中所有的数据项都受到原著作权保护.

数据加载中.....