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Author: 謝政益
Cheng-Yi Hsieh
Thesis Title: AI技術應用於台灣電子產業人才招募的現況探討
Investigating AI Technology Application on Talent Recruitment in Taiwan's Electronics Industry
Advisor: 葉穎蓉
Ying-Jung Yeh
Committee: 陳正綱
Cheng-Kang Chen
欒斌
Pin Luarn
Degree: 碩士
Master
Department: 管理學院 - 管理研究所
Graduate Institute of Management
Thesis Publication Year: 2022
Graduation Academic Year: 110
Language: 中文
Pages: 35
Keywords (in Chinese): 人才招募AI 徵才關鍵要因圖
Keywords (in other languages): Recruitment, AI Recruitment, Fishbone Diagram
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  • 本研究旨在觀察現行企業導入 AI 人工智慧工具進行人才招募的實施現況,透過文獻整理出其所採用的工具方法,以及應用的產業與衍生出的實質效益,再整理歸納其目前面臨的主要挑戰與考量因素。
    後續透過深度訪談方式與台灣電子業界人才招募主管進行專家對談,了解產業面採用 AI 與否的優劣評估及實質成果,並進而比較其與國內外企業導入 AI 徵才的同質性與差異處。
    本研究發現可由五大構面(組織與文化、人才與能力、數據管理與分析、科技與工具、策略與執行),十一項關鍵要素來評估台灣電子產業採用 AI 徵才所採取的評估考量與決策面向,藉由此模型的定義有助於觀察 AI 技術在人才招募管理上的應用推展與未來突破,最後再利用關鍵要因圖整理出台灣電子產業導入 AI 徵才的主要挑戰。
    而研究成果之管理意涵包括:1. 了解台灣電子業採用 AI 徵才工具普及率低落的主要原因與關鍵要素;2. 提供 AI 技術發展團隊了解目前人資應用領域的瓶頸痛點與未來發展的方向;3. 針對機器智慧輔助人為決策的完美結合目標,推估未來可執行的搭配方式。


    With the evolution of technology, Artificial Intelligence is commonly used in
    enterprise operations and services, which is also used worldwide in enterprise recruitment.
    It is expected that the procedures of recruiting will become more efficient through the application and implementation of AI technology and finally lead to a fair result.
    The purpose of this research is to observe the current situation of enterprise
    implementing AI technology in recruiting, and to find out the tools and their benefits the enterprises used by sorting out the literatures, and then summarize the difficulties and challenges the enterprises currently encounter with a key element diagram (fishbone diagram).
    In the follow-up, in-depth interviews were conducted with industrial experts in
    the field of enterprise recruitment, so to understand and evaluate the pros and cons and the actual results of using AI technology in recruiting. Furthermore, to compare the homogeneity and discrepancy with domestic and foreign enterprises that have introduced AI technology for recruitment.
    This study discovered that five key dimensions (organization and culture, talent
    and capability, data management and analysis, technology and tools, strategies and
    execution) and eleven key elements can be used to evaluate Taiwan’s electronic industries’ challenges and decisions process of using AI technology in recruitment. From these perspectives, the definition of this model is helpful to observe the promotion and breakthrough of AI technology in human resource management.
    The research results include: 1. Understanding the main reasons and key factors
    for the low penetration rate in Taiwan’s electronic industry of using AI technology in recruiting; 2. Providing information regarding the obstacles and future developments of using AI technology in the field of human resources to AI technology research and development team; 3. To achieve the goal of AI-Assisted decision-making for human perfectly, this research estimated the future executable collaboration methods

    第一章 緒論 1.1 研究背景與動機 1.2 研究問題與目的 第二章 文獻探討 2.1 人才招募 2.2 AI 人工智慧徵才的應用 2.3 AI 人工智慧徵才的優勢 2.4 推動 AI 徵才的挑戰 第三章 研究方法 3.1 研究流程 3.2 深度訪談 3.3 質化分析 第四章 研究分析與結果 4.1 組織與文化構面 4.2 人才與能力構面 4.3 數據管理與分析構面 4.4 科技與工具構面 4.5 策略與執行構面 4.6:研究結果 第五章 研究發現與討論 5.1 結論 5.2 建議 5.3 研究限制 參考文獻

    一、中文部分:
    1. 黃詩琴,2020,疫情加速推動 AI 新科技商機
    https://www.sitca.org.tw/ROC/FundView/trend_1091005.html
    2. 廖婉孜,2021 ,HR 人資招募在忙什麼?徵人、求才、招募管理怎麼做?
    https://marketing.ares.com.tw/newsletter/2021-10-e-recruiting/recruiter
    3. 周維忠,2021,人資招募掀起智慧化風潮 AI 徵才面試時代來臨
    https://www.netadmin.com.tw/netadmin/zhtw/trend/4F195ADA589943618DB430D2FB8404DB
    4. 王茜穎,2021,履歷 OUT!聯合利華用 AI 找人才優選率增 6 成
    https://ai-blog.flow.tw/how-unilever-uses-artificial-intelligence-to-recruit-trainthousands-of-employees
    5. ENGLISH 英語島,2018,AI 面試官:靠數據找到”對的人”
    https://www.eisland.com.tw/Main.php?stat=a_0KuVqs1
    6. 劉奕酉,2019,八張圖,一次搞懂人工智慧的現在、未來,及對你工作的影響
    https://futurecity.cw.com.tw/article/743
    7. 高雅欣,2021,人資長的幫:AI 面試官!不帶偏見更客觀,錄取率提升了 4 成
    https://fc.bnext.com.tw/articles/view/430?
    8. 陳建鈞/翁維薇,2020,好想換工作!決定錄取你的人,竟然是 AI?
    https://www.bnext.com.tw/article/57843/ai-in-recruiting9. 愛范兒 ifanr,2021,AI 與大數據,數位時代
    https://www.bnext.com.tw/article/55218/ai-interview-job
    10. 震旦雲,2021,人資必看:招募管理系統新顯學「AI 面試系統」
    https://www.aurora.com.tw/cloud/column/0l351632419351529564

    二、英文部分:
    1. Joseph B. Fuller, Manjari Raman, Eva Sage-Gavin, Kristen Hines (2021)
    HIDDEN WORKERS: UNTAPPED TALENT, How leaders can improve hiring
    practices to uncover missed talent pools, close skills gaps, and improve diversity
    Harvard Business School
    2. Martin F.R., OPINIONS (2019)
    Employers are now using Artificial Intelligence to stop bias in hiring
    https://analyticsindiamag.com/employers-are-using-ai-stop-bias-hiring/
    3. Natalie A. Pierce, Tiana R. Harding(2020)
    THE IMPLICATIONS AND USE OF ARTIFICIAL INTELLIGENCE IN
    RECRUITMENT AND HIRING. Orange County Bar Association.
    4. Geetha R & Bhanu Sree Reddy D (2018)
    RECRUITMENT THROUGH ARTIFICIAL INTELLIGENCE: A CONCEPTUAL
    STUDY. International Journal of Mechanical Engineering and Technology (IJMET)
    Volume 9, Issue 7, July 2018, pp. 63–70, Article ID: IJMET_09_07_007
    5. Jennifer Johansson and Senja Herranen (2019)
    The application of Artificial Intelligence (AI) in Human Resource Management:
    Current state of AI and its impact on the traditional recruitment process
    6. Shubhangi Srinivasan,2020,Recruitment Process: A Detailed Guide
    https://www.feedough.com/recruitment-process-everything-you-need-to-know

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    Full text public date 2024/07/06 (Internet public)
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