| Summary: | 碩士 === 國立臺灣師範大學 === 工業科技教育研究所 === 91 === The primary purpose of this study aimed to explore the necessity for enterprises to implement a development center. By literature reviewing, the fundamental requirement for enterprises to establish a development center, as well as problems related to implementing it were structured. In accordance with the configuration, questionnaires regarding the necessity for enterprises to implement a development center were carried out. There were 217 copies of questionnaires mailed in conducting this research, from which 97 valid copies were obtained figuring the return rate as 44.7%. Furthermore, collected data was analyzed based on SPSS 11.0, by descriptive statistic analysis, t-test, one-way ANOVA, Scheffe method, Chi-Square test, W test and so forth.
Conclusions acquired from this study were as follows:
HR departments in the enterprises generally consented and accepted the basic concept of development center. However, to implement the mechanism of exploring valuable personnel was integrally immature as to the environment for Taiwan’s HR development. There were rooms to strive for this concept.
The enterprises generally recognized the concept as well as the operation model of development center. By means of face to face interaction, it encouraged employees to not only anticipate and discuss their career plans but also provide active personal developing plan, which helped promoting each individual’s achievement and further elevating the competitiveness of the organization.
HR departments in the enterprises generally identified the necessity to map out a development center in a systematic way. However, the implement to fulfill the necessity was weighted by company policy, proficiency of HR management, organization chart, budget and so forth.
The HR departments in enterprises mostly perceived the core idea of development center as well as every detail in establishing it. Thus, implementing the development center was indispensable for the enterprises.
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