現今台灣半導體業歷經多年的成長已蓬勃發展，具有專業垂直分工的特色，為確保在優勝劣汰的環境下取得優勢，企業人才逐漸成為競爭力的首要條件。為持續在在國際間取得競爭優勢，若組織有完善的選才機制，找到最適合的人才，必可提升研發能力並取得先機。傳統選才模型多為由單一主管直接與人員面談並遴選出某些特質較優秀之候選者，較少考慮人員的缺點與適性度，因此容易出現錯誤的判斷，進而影響組織有形與無形的耗損。在實務上鮮少組織以科學或量化的方式來評選人才，因此建構一個系統性的選才模型是刻不容緩的。
TOPSIS為一個同時考量候選方案優勢與劣勢的多準則決策方法，可應用於工程師求才遴選，在候選方案中進行排序供組織作為決策參考。而本研究主要為參考專家訪談意見找出半導體產業研發人員之遴選重要準則，以AHP法確立權重後計算出各候選人選之屬性距離，最終以TOPSIS方式決定人選排序，建立一個工程師選才模型，以快速簡單與系統化之方法供企業做為人才招募甄選工具，而研究結果顯示，透過科學性的方法進行人員評選可協助決策者以客觀方式評估不同面向之因素，避免在人才甄選決策時僅評估人選優勢，將候選人選之優劣勢同時進行評估，協助企業找出最合適的人選，減少企業人才甄選時重複遴選之成本浪費。

This study uses the AHP and TOPSIS to establish a selection framework for semiconductor research development engineers. First, expert opinions are referred to in order to define the selection criteria for semiconductor industry research development engineers. Then, the weights are calculated using the AHP method, and finally the ranking of the candidates is determined using the TOPSIS. The research results show that the selection decision in this model considers both the advantages and disadvantages of the candidates. In this research, scientific methods are adopted to assist decision-makers in evaluating different aspects of factors related to personnel selection from an objective perspective. When a company selects the most suitable candidate, expenses due to repeated evaluations are reduced, the efficiency of research development is sped up, and the competitiveness of the company is enhanced.

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