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題名 企業營運模式與職能要求及人才發展： 以台灣線上遊戲營運公司為研究對象
Business model, competencies requirement and talent development：A study on Taiwan online game operating companies作者 翁子惇
Weng, Tzu-Tun貢獻者 黃家齊
Huang, Jia-Chi
翁子惇
Weng, Tzu-Tun關鍵詞 遊戲產業
職能
人力資源發展
Video game industry
Competency
Human development日期 2022 上傳時間 1-七月-2022 16:36:08 (UTC+8) 摘要 遊戲產業在近年來發展十分快速，無論是非常有制度而且有規模的賽事，亦或是線上直播的超高人氣與營收都顯現出產業潛在的發展力與成長性。此外，電競在國際地位上更是隨著2022年的第十九屆杭州亞運將電競也內入為項目之一逐漸被承認以及重視，並且由於COVID-19的疫情緣故更是推波助瀾讓遊戲的需求被更多人所看見。然而台灣卻正面臨著人才外流導致各企業需要祭出更多手段與策略來吸引人才的情況，在整個大環境之中的人才需求逐漸供不應求，甚至有越來越嚴重的趨勢。因此本研究便以此為出發點，研究正在蓬勃發展的遊戲產業與人才面臨緊縮的相互作用之下，台灣線上遊戲營運公司將以何種方式與策略來維持人才的永續性。本透過深度訪談三家知名的台灣線上遊戲營運公司中階主管以及人資作為研究對象以及內容，對於人才發展活動進行分析探討。研究方式透過深度訪談之半結構性訪談，並且以中階主管以及人資兩觀點來進行交叉比對，理解企業策略以及內涵。研究內容則透過了解此三家台灣線上遊戲營運公司之營運模式、人才職能要求、招募遴選以及後續的人力資源發展作為探討主軸，研究企業之間是否因為不同的營運模式，如研發、代理甚至是企業轉型中，而有不同的招募策略與職能要求。並且進一步探討企業中的人才發展活動，如輪調、師徒制以及教練制，是否有確實分析企業需求後規劃培訓內容，以符合企業想要的人才輪廓來延續企業人才的永續性，使得人才以及企業可以一起成長。此外，亦結合企業之公司層級高度來探討企業之間異同的可能性，並且分析過程中的優缺點提出改善建議，以作為其他企業在人才發展活動上之借鏡參考。
Video game industry has developed very rapidly in recent years. Whether it is a very systematic and large-scale event, or the high popularity and revenue of online live streaming, it shows the development and growth potential of the industry. In terms of international status, the 19th Hangzhou Asian Games in 2022 will also include e-sports as one of the competitions, which is gradually recognized and valued. And due to the COVID-19 epidemic, video game industry is further seen by more people. However, Taiwan is facing the situation of brain drain, which causes enterprises to resort more strategies to attract talents. In the whole environment, the demand for talents is gradually in short supply, and even has an increasingly trend. Therefore, this case study takes this as a starting point to study how Taiwan online game operating companies will maintain the sustainability of talents under the interaction between the booming game industry and the talent shortage. This research analyzes and discusses talent development activities through in-depth interviews with middle-level managers and human resources of three well-known Taiwanese online game operating companies.The research method uses semi-structured interviews of in-depth interviews, and conducts cross-comparison from the perspectives of middle-level managers and human resources to understand corporate strategies and connotations. The research content is based on the understanding of the operation mode, talent function requirements, recruitment and selection, and subsequent human resource development of the three Taiwan online game operating companies. In the process of operation mode, there are different recruitment strategies and functional requirements. And further discuss the talent development activities in the enterprise, such as rotation, mentoring and coaching system, whether there is a real analysis of the needs of the enterprise to plan the training content, so as to meet the talent profile that the enterprise wants to maintain the sustainability of enterprise talents, so that talents and companies can grow at the same progress. In addition, it also explores the possibility of similarities and differences between enterprises based on the company`s corporate level, and proposes improvement suggestions for the advantages and disadvantages of the analysis process, which can be used as a reference for other enterprises` talent development activities.參考文獻 丁志達（2005）。人力資源管理第二版。台北：楊智文化。王春勝、婁季春（2014）。人力資源管理。台北：元華文創。王遐昌（2021）。前瞻人才素養：從組織功能到人才資本，高階人力資源管理者都在修的七大關鍵職能。台北：時報出版。李聲吼（2000）。人力資源發展。台北：五南圖書公司。李吉仁（2008）。人才培育與傳承的策略思維。哈佛商業評論。李美玲（2002）。組織內部知識分享之研究。國立臺灣師範大學工業科技教育研究所碩士論文，台北。吳偉文、李右婷（2006）。人力資源管理：解讀職能密碼。台北：普林斯頓。吳美連（2005）。人力資源管理，台北：智勝文化。吳美連、林俊毅（1999)。人力資源管理，台北：智勝文化。吳復新（2003)。人力資源管理—理論分析與實務應用，台北：華泰文化。吳建華、謝發昱、黃俊峰、陳銘凱（2004）。教育研究的取徑：概念與應用。台北：高等教育文化。吳芝儀、廖梅花（2002）。質性研究入門。台北：濤石文化出版社。洪維賢（2005)。教育訓練與人力發展。台中：國彰。陳萬淇（1992)。個案研究法。台北：華泰文化。許士軍（2000）。走向創新時代的組織績效評估 績效評估。台北：天下文化。黃英忠（2003）。人力資源管理。台北：三民書局。游鴻裕（2009）。人力資源管理-新世紀觀點。台北：雙頁書廊。葉至誠、葉立誠（1999)。研究方法與論文寫作。台北：商鼎文化。溫金豐（2020)。企業人才管理的關鍵思維與作法。哈佛商業評論。溫金豐、黃良志、黃家齊、廖文志、韓志翔（2020)。人力資源管理基礎與應用。台北：華泰文化。經濟部智慧財產局（2021)，產業申請商標指定商品及服務策略手冊之電子遊戲產業。檢自https://topic.tipo.gov.tw/trademarks-tw/cp-931-896175-404f2-201.html (March 1,2022)經濟部數位內容推動辦公室（2010)，台灣數位內容產業發展年鑑。檢自https://www.moeaidb.gov.tw/ctlr?PRO=filepath.DownloadFile&f=publication&t=f&id=2222廖勇凱、楊湘怡（2004)。人力資源管理理論與應用。台北：智高文化。齊若蘭譯（2009）彼得．杜拉克原著。杜拉克談高效能的5個習慣。台北：遠流。鄭晉昌 (2007)。人力資源e化管理：理論、策略與方法。台北：前程文化。鄭晉昌（2021）人力資源數位轉型帶動企業變革與數位再造。哈佛商業評論潘淑滿（2003）。質性研究理論與應用。台北：心理。賴春金、李隆盛（2011)。職能分析的方法與選擇。T&D飛訊114期。檢自https://www.dgpa.gov.tw/Uploads/public/Attachment/54211144788.pdfEckert, A. 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New York: Wiley.Prakash, S. (2021). Supply Chain in Gaming Industry and its challenges. https://www.linkedin.com/pulse/supply-chain-gaming-industry-its-challenges-sharad-prakash/Ballhaus, W. & Chow, W. (2020). Global Entertainment and Media Outlook 2020-2024.Yin, R. K. (2003) , Case Study Research: Design and Methods. CA: SAGE 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
109363106資料來源 http://thesis.lib.nccu.edu.tw/record/#G0109363106 資料類型 thesis dc.contributor.advisor 黃家齊 zh_TW dc.contributor.advisor Huang, Jia-Chi en_US dc.contributor.author (作者) 翁子惇 zh_TW dc.contributor.author (作者) Weng, Tzu-Tun en_US dc.creator (作者) 翁子惇 zh_TW dc.creator (作者) Weng, Tzu-Tun en_US dc.date (日期) 2022 en_US dc.date.accessioned 1-七月-2022 16:36:08 (UTC+8) - dc.date.available 1-七月-2022 16:36:08 (UTC+8) - dc.date.issued (上傳時間) 1-七月-2022 16:36:08 (UTC+8) - dc.identifier (其他 識別碼) G0109363106 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/140734 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 109363106 zh_TW dc.description.abstract (摘要) 遊戲產業在近年來發展十分快速，無論是非常有制度而且有規模的賽事，亦或是線上直播的超高人氣與營收都顯現出產業潛在的發展力與成長性。此外，電競在國際地位上更是隨著2022年的第十九屆杭州亞運將電競也內入為項目之一逐漸被承認以及重視，並且由於COVID-19的疫情緣故更是推波助瀾讓遊戲的需求被更多人所看見。然而台灣卻正面臨著人才外流導致各企業需要祭出更多手段與策略來吸引人才的情況，在整個大環境之中的人才需求逐漸供不應求，甚至有越來越嚴重的趨勢。因此本研究便以此為出發點，研究正在蓬勃發展的遊戲產業與人才面臨緊縮的相互作用之下，台灣線上遊戲營運公司將以何種方式與策略來維持人才的永續性。本透過深度訪談三家知名的台灣線上遊戲營運公司中階主管以及人資作為研究對象以及內容，對於人才發展活動進行分析探討。研究方式透過深度訪談之半結構性訪談，並且以中階主管以及人資兩觀點來進行交叉比對，理解企業策略以及內涵。研究內容則透過了解此三家台灣線上遊戲營運公司之營運模式、人才職能要求、招募遴選以及後續的人力資源發展作為探討主軸，研究企業之間是否因為不同的營運模式，如研發、代理甚至是企業轉型中，而有不同的招募策略與職能要求。並且進一步探討企業中的人才發展活動，如輪調、師徒制以及教練制，是否有確實分析企業需求後規劃培訓內容，以符合企業想要的人才輪廓來延續企業人才的永續性，使得人才以及企業可以一起成長。此外，亦結合企業之公司層級高度來探討企業之間異同的可能性，並且分析過程中的優缺點提出改善建議，以作為其他企業在人才發展活動上之借鏡參考。 zh_TW dc.description.abstract (摘要) Video game industry has developed very rapidly in recent years. Whether it is a very systematic and large-scale event, or the high popularity and revenue of online live streaming, it shows the development and growth potential of the industry. In terms of international status, the 19th Hangzhou Asian Games in 2022 will also include e-sports as one of the competitions, which is gradually recognized and valued. And due to the COVID-19 epidemic, video game industry is further seen by more people. However, Taiwan is facing the situation of brain drain, which causes enterprises to resort more strategies to attract talents. In the whole environment, the demand for talents is gradually in short supply, and even has an increasingly trend. Therefore, this case study takes this as a starting point to study how Taiwan online game operating companies will maintain the sustainability of talents under the interaction between the booming game industry and the talent shortage. This research analyzes and discusses talent development activities through in-depth interviews with middle-level managers and human resources of three well-known Taiwanese online game operating companies.The research method uses semi-structured interviews of in-depth interviews, and conducts cross-comparison from the perspectives of middle-level managers and human resources to understand corporate strategies and connotations. The research content is based on the understanding of the operation mode, talent function requirements, recruitment and selection, and subsequent human resource development of the three Taiwan online game operating companies. In the process of operation mode, there are different recruitment strategies and functional requirements. And further discuss the talent development activities in the enterprise, such as rotation, mentoring and coaching system, whether there is a real analysis of the needs of the enterprise to plan the training content, so as to meet the talent profile that the enterprise wants to maintain the sustainability of enterprise talents, so that talents and companies can grow at the same progress. In addition, it also explores the possibility of similarities and differences between enterprises based on the company`s corporate level, and proposes improvement suggestions for the advantages and disadvantages of the analysis process, which can be used as a reference for other enterprises` talent development activities. en_US dc.description.tableofcontents 謝辭 i摘要 iiABSTRACT iii目錄 iv圖目錄 v表目錄 vi第一章 緒論 1第一節 研究背景與動機 1第二節 研究目的 3第三節 研究架構與流程 3第二章 文獻探討 5第一節 電子遊戲產業 5第二節 職能 10第三節 人力資源發展之涵義 11第四節 人力資源發展之模式 17第五節 教育訓練流程 20第三章 研究方法與設計 27第一節 研究方法 27第二節 研究設計 30第三節 訪談大綱 32第四章 個案訪談 34第一節 個案營運模式 34第二節 企業目標與經營 36第三節 人才職能要求與招募遴選 39第四節 人才發展 51第五節 企業營運與人才招募及發展分析 68第五章 研究結論與展望 74第一節 研究結論 74第二節 實務意涵 75第三節 研究限制與展望 76參考文獻 78 zh_TW dc.format.extent 2602593 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0109363106 en_US dc.subject (關鍵詞) 遊戲產業 zh_TW dc.subject (關鍵詞) 職能 zh_TW dc.subject (關鍵詞) 人力資源發展 zh_TW dc.subject (關鍵詞) Video game industry en_US dc.subject (關鍵詞) Competency en_US dc.subject (關鍵詞) Human development en_US dc.title (題名) 企業營運模式與職能要求及人才發展： 以台灣線上遊戲營運公司為研究對象 zh_TW dc.title (題名) Business model, competencies requirement and talent development：A study on Taiwan online game operating companies en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 丁志達（2005）。人力資源管理第二版。台北：楊智文化。王春勝、婁季春（2014）。人力資源管理。台北：元華文創。王遐昌（2021）。前瞻人才素養：從組織功能到人才資本，高階人力資源管理者都在修的七大關鍵職能。台北：時報出版。李聲吼（2000）。人力資源發展。台北：五南圖書公司。李吉仁（2008）。人才培育與傳承的策略思維。哈佛商業評論。李美玲（2002）。組織內部知識分享之研究。國立臺灣師範大學工業科技教育研究所碩士論文，台北。吳偉文、李右婷（2006）。人力資源管理：解讀職能密碼。台北：普林斯頓。吳美連（2005）。人力資源管理，台北：智勝文化。吳美連、林俊毅（1999)。人力資源管理，台北：智勝文化。吳復新（2003)。人力資源管理—理論分析與實務應用，台北：華泰文化。吳建華、謝發昱、黃俊峰、陳銘凱（2004）。教育研究的取徑：概念與應用。台北：高等教育文化。吳芝儀、廖梅花（2002）。質性研究入門。台北：濤石文化出版社。洪維賢（2005)。教育訓練與人力發展。台中：國彰。陳萬淇（1992)。個案研究法。台北：華泰文化。許士軍（2000）。走向創新時代的組織績效評估 績效評估。台北：天下文化。黃英忠（2003）。人力資源管理。台北：三民書局。游鴻裕（2009）。人力資源管理-新世紀觀點。台北：雙頁書廊。葉至誠、葉立誠（1999)。研究方法與論文寫作。台北：商鼎文化。溫金豐（2020)。企業人才管理的關鍵思維與作法。哈佛商業評論。溫金豐、黃良志、黃家齊、廖文志、韓志翔（2020)。人力資源管理基礎與應用。台北：華泰文化。經濟部智慧財產局（2021)，產業申請商標指定商品及服務策略手冊之電子遊戲產業。檢自https://topic.tipo.gov.tw/trademarks-tw/cp-931-896175-404f2-201.html (March 1,2022)經濟部數位內容推動辦公室（2010)，台灣數位內容產業發展年鑑。檢自https://www.moeaidb.gov.tw/ctlr?PRO=filepath.DownloadFile&f=publication&t=f&id=2222廖勇凱、楊湘怡（2004)。人力資源管理理論與應用。台北：智高文化。齊若蘭譯（2009）彼得．杜拉克原著。杜拉克談高效能的5個習慣。台北：遠流。鄭晉昌 (2007)。人力資源e化管理：理論、策略與方法。台北：前程文化。鄭晉昌（2021）人力資源數位轉型帶動企業變革與數位再造。哈佛商業評論潘淑滿（2003）。質性研究理論與應用。台北：心理。賴春金、李隆盛（2011)。職能分析的方法與選擇。T&D飛訊114期。檢自https://www.dgpa.gov.tw/Uploads/public/Attachment/54211144788.pdfEckert, A. 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