研發人員專業職能模型之建置及模型驗證 －以某IC設計公司為例;+C3338the Model Building and Identifying of R&D Professional Competencies - A case of IC Design House

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/10905

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/10905

Title:	研發人員專業職能模型之建置及模型驗證－以某IC設計公司為例;+C3338the Model Building and Identifying of R&D Professional Competencies - A case of IC Design House
Authors:	羅慧鈴;Hui-ling Lo
Contributors:	人力資源管理研究所
Keywords:	職能模型驗證;專業職能;研發人員;職能建立;competencies building;R&D people;professional competencies;competencies model identifying
Date:	2008-06-23
Issue Date:	2009-09-22 14:09:35 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	2006年，台灣半導體設計產業是僅次於美國的第二大世界半導體設計重鎮，其產值在全球半導體設計產業的營收比重已經超過20%。研發人才是IC設計公司最有價值的核心資源，為達到系統性的人才管理，本研究藉由建構研發專業職能模型，提供個案公司發展各項人力資源管理措施，提昇研發人員及公司績效。本研究對象為IC設計公司研發人員，並採用文獻蒐集、行為事例訪談法、問卷調查及焦點團體訪談法建立研發專業職能模型。首先將研發人員分為績效優異及績效平平兩組進行訪談，以了解績效落差之因。經由行為事例訪談的內容與職能字典，萃取出職能項目。接著透過焦點團體的訪談，確認職能項目及定義，進而發展職能項目的關鍵行為事例。最後進行問卷調查，確認最終的研發人員職能項目為個人達成工作高績效所需具備的職能。根據上述分析結果，個案公司研發人員需具備的職能為，分析性思考、概念性思考、關心品質、彈性變通。根據基層研發人員職能評鑑的結果，研發人員未能經常展現職能於研發工作中，但概念性思考、分析性思考與關心品質與個人工作績效具中度正相關，而彈性變通與個人工作績效為低度正相關。本研究進一步探討高低績效研發人員具備的職能程度，發現高績效員工在四項職能項目的表現優於低績效員工，尤以在分析性思考上的表現上差異最大。 In 2006, the sales of the Taiwanese IC design industry, next to US, has been weighted over 20% of the sales in the global IC design industry, and Taiwan has become the world’s second largest IC design center. High density of R&D talents is the most valuable core resource of IC design house. The purpose of building R&D professional’s competencies is to provide a foundation of systematic human resource management for the case company, helping the case company effectively achieve the goal of talent management and enhancement of the firm’s performance. The subjects of this study are R&D professionals in an IC design house. Literature collection, behavioral event interview, questionnaire survey and focus group method were applied to build the model of R&D professionals’ competencies. Fist, R&D professionals were divided into two groups – one is with superior performance, and the other one is with average-level performance – to find the cause of performance gaps. Competency items were extracted based on the contents of behavioral event interview and competency dictionary. Next, via the interviews within the focus groups, the competency items and their definitions were confirmed, and key behavioral events were further developed. At last, questionnaire survey was conducted to ensure if the final competency items for R&D professionals are those that individuals need to achieve high performance. According to the analysis results, the competencies that R&D professionals of the case company need include analytical thinking, conceptual thinking, concern of quality, and agility and flexibility. Base on the result of competencies evaluation for the entry level of R&D people, R&D people can not always show their competencies in their R&D work. However, three competencies (analytical thinking, conceptual thinking and concern of quality) are middle positively related to individual-level performance. Also high performance employees get higher performance in those competencies than low performance employees, especially the big gap in analytical thinking.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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