| dc.contributor.advisor | 楊建民 | zh_TW |
| dc.contributor.author (Authors) | 蔡承翰 | zh_TW |
| dc.contributor.author (Authors) | Tsai, Cheng Han | en_US |
| dc.creator (作者) | 蔡承翰 | zh_TW |
| dc.creator (作者) | Tsai, Cheng Han | en_US |
| dc.date (日期) | 2009 | en_US |
| dc.date.accessioned | 8-Dec-2010 16:02:54 (UTC+8) | - |
| dc.date.available | 8-Dec-2010 16:02:54 (UTC+8) | - |
| dc.date.issued (上傳時間) | 8-Dec-2010 16:02:54 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0097356029 | en_US |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/49657 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 資訊管理研究所 | zh_TW |
| dc.description (描述) | 97356029 | zh_TW |
| dc.description (描述) | 98 | zh_TW |
| dc.description.abstract (摘要) | 「人」是公司中最重要的資產，而在知識密集的行業中，這樣的資產更顯得重要。由於網路技術的出現，網路人力銀行也成為另外一種人才招募的新興管道，但透過網路人力銀行所召募的人才素質並沒有傳統上透過公司員工推薦進來的人才可更進一步瞭解的好處。因此本研究透過一網路人才推薦信任制度，來加強線上人力銀行之人才篩選能力，希望透過此制度能繼續保有網路人力銀行在人才招募速度上的優勢，並能加強其篩選的能力。本研究針對人才招募管道進行了文獻的探討，提出一人才推薦制度，以某國立大學EMBA之人才庫，透過成員間的學經歷背景相似度，推薦出擁有相同顯性工作能力的人才。讓人才招募單位可以得到推薦的人才，並可對其作信任評價的推論。接著利用實驗來求出雛型系統的一些關鍵參數，讓雛型系統運作得更完善以及更符合使用者的需求。本雛型系統結合了網路人力銀行人才招募方式可快速地招募到大量員工的特點，及員工推薦人才招募方式可招募到更適切員工的特點。並透過FOAF格式的使用，將線上社會網絡的資料格式統一，有助於縮短整個人才信任推薦系統的建立時間。 | zh_TW |
| dc.description.abstract (摘要) | "Human Resource" is one of the most important assets of company, especially in knowledge-intensive industries. As network technologies developed, commercial job site has also become another kind of recruitment channel. But through this kind of channel, companies don’t have better chance to know new employee than traditional way. Therefore this study filters new employees by a Recommendation & Trust Inference mechanism. Hope that commercial job site would continue to keep the advantages of high efficiency in recruitment, and enhance its filtering capability at the same time.First, this study surveys literatures in recruitment channels. And it proposes a Recommendation & Trust Inference mechanism using a national university EMBA program member data as an example. The Recommendation mechanism recommend candidates having the same specialty by comparing their similarity of education and work experience. Furthermore, recruitment unit could use Trust Inference mechanism to get suitable candidates. Third, we conduct experiments to find the key parameters for the prototype system. Make the system able to work better and meet users’ needs.The prototype system combines the benefit of commercial job site which can quickly recruit a large number of employees and the feature providing more appropriate candidates for the company recommended by staff. Simultaneously by taking use of the FOAF format, we can unify the data format in online social network. The way mentioned above will effectively reduce the system set-up time. | en_US |
| dc.description.tableofcontents | 第一章、緒論．．．．．．．．．．．．．．．．．．．．．．．．．．．．． 1第一節、研究動機．．．．．．．．．．．．．．．．．．．．． 1第二節、研究目的．．．．．．．．．．．．．．．．．．．．． 3第三節、論文章節闡述．．．．．．．．．．．．．．．．．．． 4第二章、文獻探討．．．．．．．．．．．．．．．．．．．．．．．．．．． 5第一節、招募管道．．．．．．．．．．．．．．．．．．．．． 5第二節、語意網及本體論．．．．．．．．．．．．．．．．．． 7第三節、社會網路．．．．．．．．．．．．．．．．．．．．． 11第四節、網際網路中的推薦與信任．．．．．．．．．．．．．． 112.4.1 網際網路中的推薦．．．．．．．．．．．．．．．．.. 112.4.2 網際網路中的信任．．．．．．．．．．．．．．．．.. 13第五節、小結．．．．．．．．．．．．．．．．．．．．．．． 15第三章、研究方法．．．．．．．．．．．．．．．．．．．．．．．．．．． 15第一節、研究流程．．．．．．．．．．．．．．．．．．．．． 163.1.1 資料蒐集．．．．．．．．．．．．．．．．．．．．.. 163.1.2 資料整理．．．．．．．．．．．．．．．．．．．．.. 173.1.3 統計及實驗．．．．．．．．．．．．．．．．．．．.. 193.1.4 系統建置．．．．．．．．．．．．．．．．．．．．.. 20第二節、推薦機制．．．．．．．．．．．．．．．．．．．．． 203.2.1 推薦網絡的建立．．．．．．．．．．．．．．．．．.. 203.2.2 顯性工作能力推論機．．．．．．．．．．．．．．．.. 213.2.2.1 顯性工作能力相似度推論機制中的角色．．．．．．． 213.2.2.2 顯性工作能力相似度推論架構．．．．．．．．．．． 22第三節、信任推論機制．．．．．．．．．．．．．．．．．．． 273.3.1 信任推論機制中的角色．．．．．．．．．．．．．．.. 283.3.2 信任的種類及等級．．．．．．．．．．．．．．．．.. 283.3.3 信任推論機制所需要儲存的資料以及使用的變數．．．.. 303.3.4 信任推論機制之運作．．．．．．．．．．．．．．．.. 31第四節、資料模型．．．．．．．．．．．．．．．．．．．．． 33第五節、雛型系統架構．．．．．．．．．．．．．．．．．．． 39第六節、工具及語言．．．．．．．．．．．．．．．．．．．． 403.6.1 PHP語言的RDF應用程式界面(RDF API for PHP)．.. 40第四章、資料統計及實驗．．．．．．．．．．．．．．．．．．．．．．．． 40第一節、資料統計分析．．．．．．．．．．．．．．．．．．． 40第二節、實驗．．．．．．．．．．．．．．．．．．．．．．． 424.2.1 實驗設計．．．．．．．．．．．．．．．．．．．．.. 434.2.2 實驗結果．．．．．．．．．．．．．．．．．．．．.. 45第五章、雛型系統展示．．．．．．．．．．．．．．．．．．．．．．．．． 54第六章、結論與未來研究方向．．．．．．．．．．．．．．．．．．．．．． 61第一節、結論．．．．．．．．．．．．．．．．．．．．．．． 61第二節、未來研究方向．．．．．．．．．．．．．．．．．．． 61第七章、參考文獻．．．．．．．．．．．．．．．．．．．．．．．．．．． 62 | zh_TW |
| dc.format.extent | 2513337 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0097356029 | en_US |
| dc.subject (關鍵詞) | 招募管道 | zh_TW |
| dc.subject (關鍵詞) | 語意網 | zh_TW |
| dc.subject (關鍵詞) | 人才推薦系統 | zh_TW |
| dc.subject (關鍵詞) | 信任 | zh_TW |
| dc.subject (關鍵詞) | 社會網絡 | zh_TW |
| dc.subject (關鍵詞) | recruitment channel | en_US |
| dc.subject (關鍵詞) | semantic web | en_US |
| dc.subject (關鍵詞) | human source recommendation system | en_US |
| dc.subject (關鍵詞) | trust | en_US |
| dc.subject (關鍵詞) | social network | en_US |
| dc.title (題名) | 以語意網建構人才推薦與信任推論機制之研究— 以某國立大學EMBA人才庫為例 | zh_TW |
| dc.title (題名) | A study of semantic web-based specialist recommendation & trust inference mechanism－a case of EMBA database | en_US |
| dc.type (資料類型) | thesis | en |
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