應用分析層級程序法探討企業人才留任的決策準則

Application of Analytic Hierarchy Procedure to Discuss Decision-Making Guidelines for Enterprise Talent Retention

10.29893/NCUTMAN.201811.0096

張定原(Ting-Yuan Chang)；傅琮閔(Tsung-Min Fu)

企業留才 ； 關鍵人才 ； ERG需求理論 ； 層級分析法 ； Retention ； Key Talent ； ERG Theory ； Analytical Hierarchy Process

管理學術研討會

第十六屆（2018 / 11 / 01）

971 - 982

繁體中文

一家企業的經營或價值鏈活動之中，人力資源都佔據重要的一環，所有的企業價值創造，全都需要利用人才來協助與合作共同完成。台灣正面臨少子化、高齡化勞力人口、專業人才外流與高才低就等嚴重問題，皆被廣泛地討論也提出相對應的策略，例如接班人計劃、產學合作、整合職能模式等，不難看出企業與學術界，都試圖為企業找到長久的人力資源管理模式。本研究將專注於企業留置人才的決策探討，彙整ERG需求理論與中階主管遴選之準則為研究架構，強調企業應留置關鍵人才，且關鍵人才應符合自己企業的需求為目標，分析企業本身所能提供的資源，如員工重視的獎酬制度或激勵員工制度。探討與整合出決策準則來協助企業留才，以利企業建立完善的人力資源制度，進而進行持續的價值創造。本研究採專家問卷來收集數據，以企業經營者與主管為主要問卷對象，涵蓋製造業、金融業與服務業等，藉由專家之觀點與經驗，來找出要素相對權重，並建立企業的留任人才的準則；分析企業在留任人才原則，及在不同產業中重視程度之差異性。統整企業激勵與留任人才的模式，及於公司制度上需要採用的應對方向。

In the operation or value chain activities of a company, human resources occupy an important part. All the enterprise value creation is done by using talents to assist and cooperate. In Taiwan, there is facing serious problems such as the declining birth rate, the aging population, the outflow of professional talents and the discrepancy between education level and employee's duty, etc. They are widely discussed and put forward corresponding strategies, such as succession planning, industry-university cooperation, integration of functional models, etc. It is not hard to realize that enterprises and academia are trying to find a long-term human resource management model for enterprises. This research will focus on the decision-making of enterprise retention talents. It integrates the ERG demand theory and the selection criteria of middle-level supervisors into the research framework, and emphases that enterprises should retain key talents who should match the needs of their own enterprises. It would check the resources which is the reward system or the incentive system that employees' value can be provided by enterprises themselves. This study explores and integrates a criterion of decision-making to assist companies in retaining talents, so that enterprises can establish a sound human resources system and keep creating value. This study uses expert questionnaires to collect data, and the target of questionnaires would be business operators and supervisors, including manufacturing, finance and service industries. It is relying on expert opinions and experience, so we can find out the relative weights of the elements and establish the enterprise's criterion of retaining talents. Analyze the principle of retaining talents in enterprises and the degree of importance attached to them in different industries. Integrate the model of incentives and retention of talents, and the direction to be adopted in the company system.