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dc.contributor.author周順平en_US
dc.contributor.authorShun-Ping Chouen_US
dc.contributor.author黃仁宏en_US
dc.contributor.authorDr. Jen-Hung Huangen_US
dc.date.accessioned2014-12-12T02:32:08Z-
dc.date.available2014-12-12T02:32:08Z-
dc.date.issued2002en_US
dc.identifier.urihttp://140.113.39.130/cdrfb3/record/nctu/#NT911457014en_US
dc.identifier.urihttp://hdl.handle.net/11536/71270-
dc.description.abstract不論對雇主或對求職者而言,網際網路已對招募管道引發了根本性的變革。
本研究以新竹科學園區廠家為母體,問卷抽樣52家,以調查各類網際網路招募管道的使用情形與成效。
本研究分析結果指出不同類型的網際網路招募管道在各項招募成效評估指標-作業時間、成本、履歷數量、職缺合格的錄取率、離職率、工作績效及整體招募成效上-確實存有差異。
zh_TW
dc.description.abstractThe Internet is causing a fundamental revolution in the recruiting channels, for both the corporation and the job seeker.
The study was made to investigate the effectiveness of Internet recruiting channels in a sample of 52 companies in Hsinchu Science-Based Industrial Park.
Results of analysis reveal the prevailing explanations for why Internet recruiting channels are differentially effective: Speed, Cost, Quantity, Vacancy Fit, Turnover, Employee Performance, and Total Recruiting Effects differences.
en_US
dc.language.isozh_TWen_US
dc.subject網際網路招募管道zh_TW
dc.subject招募成效zh_TW
dc.subjectInternet Recruiting Channelsen_US
dc.subjectRecruiting Effectsen_US
dc.title網際網路招募管道與招募成效zh_TW
dc.titleInternet Recruiting Channels and Recruiting Effectsen_US
dc.typeThesisen_US
dc.contributor.department管理學院管理科學學程zh_TW
Appears in Collections:Thesis