智慧製造趨勢下，後疫情時代的數位人才招募與甄選

Abstract

近年來為因應數位時代的進步，數位人才的需求量大增，而如何在後疫情時代這個時間點招募及甄選到企業所需的“對的”數位人才來減少人力成本及跟上數位時代的潮流是值得研究的議題。本文以分析樂金企業(LG)為主要研究對象及其競爭企業三星和日立目前招募及甄選之優缺，設計出針對數位人才招募及甄選的幾項創意提案。

透過SWOT分析、五力分析、行銷4P、競爭者分析等分析工具了解目前樂金企業招募及甄選數位人才之狀況，也根據競爭企業之比較，取其優缺點，為鋪陳之後創意提案。經由投放問券給目標研究族群-數位人才，來詳細了解目前普遍企業甄選數位人才之方式供企業參考。

供樂金企業參考之提案分為招募及甄選兩部分。招募提案有三，分別為與政府合作之T大使計畫、SRS招募法、及Yourator數位求職平台。甄選建議以專業實境能力測驗及人格測驗量表兩者同時搭配。期許這些提案能以最小成本幫助企業獲取“對的”數位人才。

In recent years, in response to the advancement of the digital age, the digital talents requirement has greatly increased. How to recruit and select the "right" digital talents needed by companies in reduce of labor costs and keep up with the digital age Trends at this post-epidemic era are topic worth studying. This article takes LG as the main research object and analyzes its competitors Samsung and Hitachi's current recruitment and selection advantages at the same time, and designs several creative proposals for the recruitment and selection of digital talents.

Through analytical tools like SWOT analysis, five forces analysis, marketing 4P, competitor analysis and more, to understand the current situation of LG company recruitment and selection of digital talents. Furthermore, based on the comparison of competing companies, take their advantages and disadvantages as examples. By using questionnaires to the target research group--digital talents, we can learn more about the current used methods of selecting digital talents by companies.

The recommendations for LG Enterprise’s reference are divided into two parts: recruitment and selection. There are three recruitment proposals recommended, namely the T ambassador program in cooperation with the government, the SRS recruitment method, and the Yourator digital job search platform. In addition, for selection, it is recommended to use both the professional reality test and the personality test scale at the same time. It is hoped that these recommendations can help companies find the "right" digital talents at a minimum cost.