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• Main Authors: Jou-Yi Chen, 陳柔奕
• Other Authors: Tung-Chun Huang
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/w62k4w

碩士 === 國立中央大學 === 人力資源管理研究所在職專班 === 102 === Walker（1980） thought “Human Resource Planning，HRP” is a process which fulfills the requirements under the changeable environment for analyzing the human resource of organization and developing to a necessary activity. The requirement of manpower is usually result from the organization strategy and cause the demand of recruiting and one of the important way is recruiting and selection. Knight（1999）proposed when the enterprise recruit and develop talent to retain the best talent, the value of human capital is increasing immediately. Therefore, for the enterprise which is not only to fulfill the requirement of manpower, but also to select the proper talent to exert the maximum of working efficiency and expect to reach the expected purpose. The individual company expects to help the requirement of the employer to understand interviewees’ characters and select the proper talent by the Career Personality Aptitude System. However, since the case has been conducting this system for 3 years, it hasn’t proved the connection between the career personality aptitude system and job performance. Therefore, to choose the tool of personality test to be the Career Personality Aptitude System for the case study, in order to probe the connection between the valuation tool and job performance. Besides, verifying the connection between the evaluation tool of the Criterion-related Validity to promote the accuracy on recruiting and further to promote the organization performance. The objects are the staffs who have been working at the sale department for 3 years in the individual company and to choose 150 staffs totally to conduct this questionnaire. The changeable items are based on the average performance from 2010 to 2011. Through the regression and other related analysis to find out that if the career aptitude to operation is higher, the job performance is better. If the mobility is higher, the job performance is worse. What are opposite to our expectation and other career aptitude characters don’t have the ability for expecting the job performance. Since this test of 12-personality characters or career aptitude could be the reference of selection, the connection and information with which is insufficient. Otherwise, the design of question is easy to be simulated by applicants who would be easy to operate the result of the test for entering the case of company. Therefore, to suggest the individual company doesn’t only apply the career aptitude system to be the tool for selection. If the individual case still insists on applying this system, to suggest the human resource department must combine the conduct structure interview to promote the efficiency of interview. In addition, improve the interview manager’s professionalism by training to decrease the career aptitude system to be the only tool for selection. Key word: Criterion-related Validity、CPAS career personal aptitude system、job performance.