Personality Traits of the Job Descriptions of the Human Resource Management Employees -Job Ads on the 104 Job Bank

• Main Authors: Yen-chu Lin, 林延鞠
• Other Authors: Chihyuan Wang
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/59952091371229357970

碩士 === 國立中山大學 === 企業管理學系研究所 === 101 === This study is an exploratory research study. It uses content analysis as the research method and the job advertisements as the research objects to discuss the requirements about personality traits that enterprises in Taiwan seek in human resource management employees. Enterprises usually take personality traits into consideration in selecting employees and they maybe have different expectations of different kinds of professionals. According to the contingency theory, even for the same position, different types of the enterprises will have different requirements because of diverse organizational designs. Until today, we haven’t found any correlation analysis for the expectations of enterprises regarding the personality traits of human resources personnel in Taiwan. There is a need for research into the requirements of personality traits for human resource management employees in Taiwan. Advertisements are a kind of communication tool, and job ads communicate between employers and potential employees. While recruiting, the companies broadcast the required conditions in the job ads, and it reflects what they want. They hope to find the most suitable talents in the shortest possible time. Therefore, this research uses job advertisements as the research object to explore what employers expect in personality traits of human resource management employees, to understand if there is any difference in the selection of capabilities and traits for employees among different industries and firm sizes in the recruiting market in Taiwan. This study uses 456 advertisements of the human resource management employees on the largest job ads bank web site, 104 Bank, as the research sample. We use statistical analysis methods including the Content Analysis and one-way ANOVA test to determine the 10 most common traits that employers care about, and then test the independence between the 16 groups which classify 53 traits through the In-Depth Interview. We find that for the requirements about the capabilities and traits of the human resource management employees, there are no significant differences among different firm sizes, different industries, and different regions. Furthermore, this study uses one of the Cluster Methods: Agglomerative, to sort 16 groups into 3 categories, and we find out that the qualities of Communication and Expressions are similar, and in addition to this, Emotional Intelligence and Sensitivity are similar.