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http://nhuir.nhu.edu.tw/handle/987654321/28349
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| 題名: | 越南民營商業銀行人招募影響因素之研究－以越南商業銀行為例 |
| 其他題名: | Factors Affecting Employee Recruitment and Selection Results: Examples from the Private Commercial Banks in Vietnam |
| 作者: | 陳氏英舒
THU, TRAN THI ANH |
| 貢獻者: | 企業管理學系管理科學碩博士班
廖英凱;吳萬益
LIAO, YING-KAI;WU, WANN-YIH |
| 關鍵詞: | 應聘者特性;工作特性;激勵方案;銀行特性;招募遴選;員工招募
Job Characteristics;Reward Characteristics;Bank Characteristics;Employee Selection;Employee Recruitment;Applicant Characteristics |
| 日期: | 2020 |
| 上傳時間: | 2022-05-17 14:44:26 (UTC+8) |
| 摘要: | 本研究目的欲瞭解越南民營銀行員工招募與遴選影響因素之探討，並期望能夠進一步瞭解越南民營銀行的招募與遴選做法，是否將直接影響員工招募與遴選結果，以及每個因素的相對重要性。本研究採用層級分析法，以三家越南民營商業銀行員工進行問卷調查，並瞭解影響因素之相對權重。 本研究從三家越南民營銀行共收到30位專家受訪者樣本，研究結果得知：應聘者特性与激勵方案是影響越南民營商業銀行招募與遴選重要因素，權重為0.39，其次則為工作特性，權重為0.17，銀行特性權重則為0.05。接著進行變異數分析，經分析得知越南新韓銀行有限公司、越南外貿股份商業銀行與越南繁榮股份制商業銀行在個因素尚無顯著差異. 例如，越南繁榮股份製商業銀行（VP Bank）在以下標准上的使用頻率明顯更高：（1）工作環境，（2）商譽，（3）職業階梯，（4）工資，（5）必備技能，（6）專業知識，（7）各種各樣的任務，（8）規模，（9）聲譽，而Nam A商業股份制銀行（Nam A銀行）在（1）學習機會上的使用頻率明顯更高， （2）專業知識，（3）經驗，（4）人格，（5）具有挑戰性的工作以及新韓銀行越南有限公司（Shinhan Bank）在（1）所需技能，（2）態度。本研究将依據研究結果提出研究建議，讓銀行業能夠改善其招募與遴選之方式，幫助銀行業能夠更快速且有效完成人材篩選事宜。
The main purpose of this study was to recognize the factors attracting recruitment and selection results in general. This study also tried to find out the recruitment and selection practices of Private Commercial Banks in Vietnam, the factors which directly affected to the employee recruitment and selection results, and the relative importance of each of these factors. This study adopted the Analytical Hierarchical Process to identify the relative weight of influential factors from three private commercial bank in Vietnam. The data were obtained from a series of interview from 30 experts of three Private Commercial Banks in Vietnam. The results indicated that “Applicant characteristics” and “Reward characteristics” are the most influent factors attracting recruitment and selection results of Private Commercial Bank in Vietnam with the weight of 0.39. Followed by, “Job characteristics” has weight of 0.17 at third position and “Bank characteristics” with the weight of 0.05. Besides, the ANOVA results shown that there is significantly different between Shinhan Bank Vietnam Limited, Nam A Commercial Joint-stock Bank and Vietnam Prosperity Joint-stock Commercial Bank about the frequency of use on the criteria of recruitment and selection. For example, Vietnam Prosperity Joint-stock Commercial Bank (VP Bank) has significantly higher frequency of use on the following criteria: (1) Working environment, (2) Goodwill, (3) Career ladder, (4) Salary, (5) Required skills, (6) Expertise, (7) Diverse tasks, (8) Size, (9) Reputation, while Nam A Commercial Joint-stock Bank (Nam A Bank) has significantly higher frequency of use on (1) Learning opportunities, (2) Expertise, (3) Experiences, (4) Personality, (5) Challenging works, and Shinhan Bank Vietnam Limited (Shinhan Bank) has significantly higher frequency of use on (1) Required skills, (2) Attitude. The recommendations were made to improve the performance of recruitment and selection results and help Private Commercial Banks in Vietnam get the greater achievements. |
| 顯示於類別: | [企業管理學系(管理科學碩/博士班,非營利事業管理碩士班)] 博碩士論文-管理科學碩博士班
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