An Empirical Study on Factors Influencing Manpower Procurement in Env-tech Industry

碩士 === 朝陽科技大學 === 企業管理系碩士班 === 101 === The main objectives of this thesis is to explore the recruitment and hiring issues within waste management industry, which include recruitment channel selection, effectiveness of selection channels, personnel selection process, reasons for job leave, and employ...

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Bibliographic Details
Main Authors: Meng-Chao Hsieh, 謝孟潮
Other Authors: Tieh-Chun Chang
Format: Others
Language:zh-TW
Published: 2013
Online Access:http://ndltd.ncl.edu.tw/handle/79856148513676019450
Description
Summary:碩士 === 朝陽科技大學 === 企業管理系碩士班 === 101 === The main objectives of this thesis is to explore the recruitment and hiring issues within waste management industry, which include recruitment channel selection, effectiveness of selection channels, personnel selection process, reasons for job leave, and employee retention strategies. After an in-depth interview with employers, a questionnaire is designed and distributed to waste management firms in central Taiwan by mail. 120 copies are delivered in total, 52 valid copies are returned with a return rate of 43.3%. The results reveal that: 1. Wastewater technician, toxic sample collection engineer, waste management technician, and waste disposal technician are among the most difficult personnel to recruit. The reasons lie in the fact that these positions demand more strenuous activities, and require working in hazard conditions that discourage employment especially to young potential labor. 2. Regarding to recruitment channels: internet job sites, personal contact (referrals), newspaper, and corporate website are heavily utilized by the job candidate in this industry. Among the internet job sites, 104 Job Bank, and 1111 Job Bank attract the largest number of applicants. 3. Common personnel selection tools include on-site interviews, tests on practical operation ability, followed by vocational knowledge tests. Selection practices are most often administered by senior executives and owners of the firms. Job enthusiasm, vocational knowledge, sense of responsibility, and educational level are valued the most by employers. 4. Excessive workload, poor working condition, managerial approaches, corporate institutions, and working overtime are the dominating reasons for resignation. The better approaches to retain leaving employees will be the offering of retaining bonus, more hiring to attenuate the workload for existing employees, improving corporate benefit and working condition, reasonable holiday system. Employee retention can also bring benefit to firms themselves by reducing personnel cost. 5. To improve recruitment, we suggest that government can expand the employment service centers. In addition, Firms should be more aggressive on attending job fairs to increase their visibility, and enlarge their talent pools. By doing so, they will be able to find more candidates when needed.