| Summary: | 碩士 === 國立臺灣科技大學 === 企業管理系 === 93 === Due to the recent global competition and the development of high tech industry as well as the development of knowledge economy, companies around the world begin to realize that human resources are much more important than things like equipments and funding. The most important issue for all companies will then be how to improve the performance of recruitment to find the most suitable people joining the company in order to strengthen the company’s competitiveness. In housing brokerage industry, sales people are the base for the company’s survivability and development; however, the recruiting strategy for the sales people has been neglected for a long time. Traditionally, personal backgrounds such as age, sex, education and experience are the major conditions for recruiting sales people in the housing brokerage industry; basic level managers will decide who to hire based on his or her own thoughts about the applicant during the interviews. This is a very ineffective way of recruitment which is also the main reason for high turnover rate in the industry. Therefore, through the study of S. Housing Brokerage Company which currently adopts the performance test method for recruitment, the effectiveness of the performance test method can be further justified by studying the relationship among the test results, personality characteristics, the fundamental operation abilities and the turnover rate for those sales people hired by using performance test method. When the housing brokerage companies adopt the performance test method, this research can provide them the ideas how to evaluate the accuracy of the appraisal done by the interviewers and their judgment of personality characteristics in order to improve the effectiveness of the recruiting process. This research can also provide a source of objective reference for the companies in the service industry.
The research is conducted through the processes of referring to reference books, studying papers, collecting information and establishing research methods and procedures, as well as the questionnaire survey of employees who were hired during the past 9 months. Conclusion and recommendation are made after referring to the company’s experience and the study of relationships among the fundamental operation abilities for those hired based on the result of performance tests, their personality characteristics and their turnover rate.
This paper concludes that those people with higher scores in the fundamental operation abilities of performance test, such as persistence, learning attitude, result-oriented, customer-oriented and communication ability, are more unlikely to quit their jobs. On the other hand, the conclusion also shows that under the influence from the correlations between personality characteristics and fundamental operation abilities, such as personality of extraversion and ability of learning attitude, personality of affinity and ability of persistence, personality of affinity and ability of learning attitude, the stronger the above-mentioned personality characteristics are, the higher turnover rate will be. In this paper, the explanation is presented for the deviated relationship between the fundamental operation abilities and turnover rate after taking the personality characteristics impact into consideration. In addition, recommendations are stated in this paper for the issues to which companies should pay attention if they want to apply the performance test method for recruitment in the future.
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