簡易檢索 / 詳目顯示

研究生: 蔡佳昇
Tsai Chia Sheng
論文名稱: 業務人員專業職能之研究-以發光二極體產業為例
A Study of Professional Competencies of Sales in LED Industries
指導教授: 于俊傑
Yu, Chin-Cheh
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
論文出版年: 2007
畢業學年度: 95
語文別: 中文
論文頁數: 119
中文關鍵詞: 發光二極體業務人員業務主管職能
英文關鍵詞: Illumination diode, sales, sales manager, working characteristic and attitude
論文種類: 學術論文
相關次數: 點閱:241下載:36
分享至:
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報
  • 本研究旨在探討發光二極體產業業務人員之職能建立。採行文獻探討、行為訪談、問卷施測及統計分析,歸納之研究結果如下:
    一、LED業務人員之職能特質量表,包含團隊合作、問題解決、分析思考、危機處理、主動機極、壓力適應、人際瞭解、負責任、人際溝通、創新求變、客戶服務、誠信正直、計畫組織、目標設定,共十四個職能構面。
    二、男性構面中的認同度上皆較女性高,在職能構面中以問題解決、危機處理及目標設定在性別的考驗上有顯著差異。
    三、不同年齡層對客戶服務與目標設定二項構面達到顯著。
    四、不同教育程度者對客戶服務與計劃組織二項構面達到顯著。
    五、不同職等者對團隊合作、問題解決、危機處理、主動積極、人際了解、負責任、創新求變及客戶服務等九項構面達到顯著。
    六、不同業務年資在問題解決、創新求變與目標設定三構面上達到顯著。
    七、職位判別模式:主管層次判別中,以分析思考、計劃組織、人際瞭解等構面為重要的要因;業務專員層次判別中,以人際溝通、客戶服務、危機處理等構面為重要的要因。

    This breviary is for the purpose of researching the Light Emitting Diode (LED) industry sales’ characteristic and special attitude. They drew the different conclusions from the literature discussion, the behavior interviewing, the questionnaires and the statistical analysis as following:
    1、The characteristics of the LED sales are including the team cooperation, the difficulties problem solving, the analytic thinking, the crisis management, active motivation, the stress adjusting, the interpersonal understanding, the responsibilities, the interpersonal communication, the creative, the customer service, the honor, the plan management, and the target hypothesis, which are total 14 main functions to complete the structure.
    2、The difficulties overthrow, the crisis management and the goal hypothesis has been remarkable difference in the sex test. Normally, the male has the higher identification then female.
    3、According to the disparity in age level, can find out two different well structures of the customer service and the target hypothesis.
    4、It is achieved obviously on the customer services and the plan management by the different education level.
    5、Different position at work has different solution on the team cooperation, the difficulties overthrow, the crisis management, the moving motivation, the interpersonal understanding, the responsibilities, the creative, and the customer service and so on.
    6、The different of working seniority deserves the difficulties overthrow, the creative, and the target hypothesis as well.
    7、Position differentiating: for the manager recognition, it should be taken at lease 3 main abilities of the analysis ponder, the plan management and the interpersonal understanding. For the sales recognition, the interpersonal communication, customer services and crisis management are the important conditions should be highly considered.

    謝 誌 I 中文摘要 III 英文摘要 V 目 錄 VII 表 次 IX 圖 次 XI 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 5 第三節 研究範圍與限制 7 第四節 名詞釋義 9 第二章 文獻探討 11 第一節 業務人員的角色、功能及任務 11 第二節 職能的定義與內涵 21 第三節 業務人員的職能 33 第四節 職能模式之發展方法 41 第五節 發光二極體產業特性分析 47 第三章 研究方法與步驟 57 第一節 研究方法 57 第二節 研究對象 59 第三節 研究工具 61 第四節 研究步驟 63 第五節 資料分析 67 第六節 行為事例訪談 71 第四章 資料處理與分析 79 第一節 資料背景與信效度分析 79 第二節 不同控制變項對業務人員職能之分析 89 第五章 研究結果與建議 97 第一節 研究發現 97 第二節 研究建議 101 參考文獻 105 一、中文部分 105 二、英文部分 107 附 錄 113 附錄一 訪談大綱-業務主管 113 附錄二 訪談大綱-業務人員 114 附錄三 訪談逐字稿範例 115 附錄四 業務人員專業職能之研究-以發光二極體產業為例-調查問卷 116

    一、中文部分
    村上良三,陳文光譯(1988)。人事考核手冊-制度設計與運用。台北:台華。
    李聲吼(1994)。人力資源發展的能力內涵。就業與訓練,15 卷2 期,頁51。
    李美玉(1998)。西藥業業務人員專業核心職能之研究— 以某製藥公司為例。國立中央大學碩士論文,未出版,桃園。
    李樹中(2001)。業務人員專業職能需求研究—以某辦公傢俱公司為例。國立中央大學人碩士論文,未出版,桃園。
    林財丁、高金豐、陳玄愷(1994)。業務組織管理。台北:書華。
    吳佳儒(2000)。HR 專業人員才能需求模型之建立— 以個案公司為例。國立中央大學碩士論文,未出版,桃園。
    吳信如(2002)。資訊軟體業業務人員專業核心職能量表之建立。國立中央大學碩士論文,未出版,桃園。
    黃憲仁(2000)。業務管理實務。台北:憲業企管顧問公司。
    黃康齡(1990)。以自陳式量表衡量業務人員人格特質、工作態度與技術能力之研究。東海大學企業管理研究所碩士論文,未出版,台中。
    陳玉山(1995)。能力基礎途徑應用在人力資源管理之研究。國立政治大學公共行政研究所碩士論文,未出版,台北。
    陳志豪(1998)。業務人員職能需求分析— 以某壽險公司為例。國立中央大學碩士論文,未出版,桃園。
    陳珈琦(2003)。業務人員職能模式之建立-以H公司為例。第九屆企業人力資源管理實務專題研究成果發表會。國立中央大學。
    鄧國宏(2000)。主管管理才能評鑑量表之建立與信、效度分析— 以某商銀為例。國立中央大學碩士論文,未出版,桃園。
    康依依(1997)。影響西藥業業務人員績效因子之探討。國立中央大學企業管理研究所,未出版,桃園。
    許世軍(1981)。現代行銷管理。台北:帝略印書館。
    華欣文化事業中心(1975)。銷售的理論與實務。台北:華欣文化事業中心。
    葛樹人(1991)。心理測驗學。台北:桂冠。
    榮泰生(1997)。企業研究方法。台北:五南。
    楊尊恩、林文政(2003)。職能模式在企業中實施之現況調查。企業人力資源管理實務專題研究成果發表會,國立中央大學人力資源管理研究所。

    二、英文部分
    Alessandra, A. J., & Wexler, P. S. (1975). Non-Manipulative Selling, New York: Prentice Hall Press.
    Alexander, R. S. and The Committee on Definitions of the AMA (1960). Marketing Definition: A Glossary of Marketing Terms. Chicago: AMA.
    Blancero, D., Boroski, J., & Dyer, L.(1996). Key competencies for a transformedhuman resource organization : Results of a field study. Human resource Management, 35(3), 383-403.
    Boyatzis, R. E. (1982). The Competence Manager: A Model for Effective Performance, New York: John Wiley & Sons.
    Busch, P. & Wilson, T. D. (1976). An Experiment Analysis of A Salesman's Expertand Referent Bases of Social Power in The Buyer-Seller Dyad, Journal of Marketing Research, 3-11.
    Burgoyne, J. G. (1993). The Competence Movement: Issues, Stakeholders and Prospects. Personnel Review, 22(6), 6-13.
    Byham, W. C. & Moyer, R. P. (1996), Using Competencies to Build a Successful Organization, Development Dimensions International.
    Catano, V. M. (1998). Appendix 1: Competencies: A review of the literature and bibliography. Canadian Council of Human Resources Associations.
    Chevalier, J., and G. Ellison (1997). Risk Taking by Mutual Funds as a Response to Incentives. Journal of Political Economy. 105, 1167-1200.
    Churchill, J., Ford, N. M., Hartley, S. W., & Walker J., O. C. (1985). The Determinants of Salesperson Performance: A Meta-analysis, Journal of Marketing Research, 103-108.
    Chisholm, M. E. (1976). Medial Personnel in Education: A Competency Approach, Englewood Cliffs, NJ: Prentice-Hall.
    Cooper, R., & Schindler, S.(1998). Business Research Methods, New York: Mcgraw-Hill, Inc.
    Dalton, M. (1997). Are Competency Models A Waste? Training and Development, 51(10). 46-49.
    Darrell, J. C. & Ellen, R. B. (1998). Competency-based pay : A concept in evolution. Compensation & Benefit Review, September/October.
    Dianasari, F., (2001). Using competency to source future leaders ,JAKARTA POST
    Fletcher, S. (1992), Standards and Competence: A Practice Guide for Employers, Management and Trainer, London.
    Gatewood, & Field. (1994). Human Resource Selection. 3rd. Fort Worth. Texas: The Dryden Press.
    Howland, R. H. (1978). Programmed Learning Aid for Principle of Salesmanship, Homewood Ill: Dow Jones-Irwin.
    Jackson, Jr., D. W., & Cunningham, W. H. (1988). Selling: The Personal Force in Marketing, New York: John Wiley Sons Co.
    Keenan,W.J.(1993). Measuring Skills That Improve Performance, Sales & Marketing Management, 145(15), 29-30.
    Kotler P., (1995). Marketing Management: Analysis, planning and control, 8th.,ed., Englewood Cliffs, NJ:Prentice-Hall.
    Kotler, Phlip, (1997). "Marketing Management: Analysis Planning, Implementation and control, 8thEd, New Jersey, Prentice Hall Inc.
    Ledford, G.E. Jr., (1995). Paying for the skill, knowledge and competencies of knowledge workers. Compensation and benefits review, 27(4), 55-62.
    Loring, M.(1992). Communicate Your Knowledge. The American Salesman, 37(6), 11-13.
    Marcus (1975). Modern Marketing. New York: Ran House.
    Mansfield, R. S. (1996). Building Competency Models: Approaches for HR Professionals, Human Resource Management, Vol. 35, No.1, pp.7-18.
    McClelland D. C. (1973). Testing for Competence Rather than for Intelligence, American Psychologist, 28(1), 1-14.
    McMurry, D. E. (1968). The case of benevolent autocracy. Harvard Business Review, 36(1), 82-90
    Methods, Homewood, I. Raymond, D. (1993). Income Boosters for The Success-minded Salesperson, The American Salesman, 38(12), 26-29.
    Milkovich, T.G., &Newman, M.J.(1999). Compensation. New York: McGraw-Hill.
    Mirabile R. J. (1997). Everything You Wanted to Know about Competency Modeling, Training & Development, 51(8), 73-77.
    Parry S. B.(1998). Just What is a Competency? Training, 35(6), 58-62.
    Pederson, C.A., Wright, Ed, M. D., & Weitz, B. A. (1984). Selling: Principle and methods, Homewood, I11. :Irwin.
    Ralelin, J. A., & Cooledge, A. S. (1995). From generic to organic competencies. Human Resource Planning .24-33.
    Raymond, A. N.(1998). Employee training & development. New York:McGraw-Hill.
    Robinson, D. (1981). The Salesman Ambassador of Progress, Journal of Business Research, 8, 275-284.
    Sanchez J. I., Lucia, A. D. & Lepsinger R. (2000). The Art and Science of Competency Models: Pinpointing Critical Success Factors, Personnel Psychology, 53(2), 509-511.
    Schiffman, S. (1993). Successful Salespeople Know How to Lead, The American Salesman, 38(12), 7-9.
    Schiffman, S. and Reisner, M. (1991). Six Sales Megatrends for the 1990s, American Salesman, 36(3), 16-20.
    Spencer, L., & Spencer, M. (1993). Competence At Work: Models for Superior Performance, N.Y.: John Wily & Sons, Inc.
    Taylor, T. C. (1978). Sales and Marketing Management, New York: Pergamon Press Co.
    Ulrich, D., Brockbank, W., Yeung, A. K. & Lake, D. G. (1995). Human Resource Competencies: An Empirical Assessment, Human Resource Management, 34(4), 473-495.
    Woodruffe. C. (1991). Competence by any other name, Personnel management, 23(9), 30-33.
    Yeung, A. K. (1996). Competencies for HR Professionals: An Interview with Richard E. Boyatzis. Human Resource Management, 35(1), 119-131.

    QR CODE