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| Title: | 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 |
| Authors: | 翁子惇
Weng, Tzu-Tun |
| Contributors: | 黃家齊
Huang, Jia-Chi
翁子惇
Weng, Tzu-Tun |
| Keywords: | 遊戲產業
職能
人力資源發展
Video game industry
Competency
Human development |
| Date: | 2022 |
| Issue Date: | 2022-07-01 16:36:08 (UTC+8) |
| Abstract: | 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. |
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| Description: | 碩士
國立政治大學
企業管理研究所(MBA學位學程)
109363106 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0109363106 |
| Data Type: | thesis |
| DOI: | 10.6814/NCCU202200665 |
| Appears in Collections: | [企業管理研究所（MBA學位學程）] 學位論文
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