人是公司最有價值的資產，而如何取得有效的人力資源，並保留適當的人才是組織規劃的重要議題；故慎選適任的員工，已成為各企業組織最重要的共識也是人力資源管理成功的第一步，事前謹慎設定人才的條件及招募、甄選的方法，可大大節省人力、物力。不但可以人盡其才，發揮最大的人力資源效益，也可以減少企業組織在人員的訓練、遣散等相關費用的支出(張裕隆，1996)。用客觀的人格測驗，比憑感覺觀人要準確、公正(蔡維奇，2000)。
故本研究依據相關學術文獻所提出的理論基礎，以統計分析不同工作績效的研發人員在其人格特質及自我學習導向方面的差異性，進而發現不同工作績效的研發工作者在人格特質中之”情緒”、”開放”、”親和”、”謹慎”有顯著差異，以及不同工作績效的研發工作者在自我學習導向中之”獨立學習”方面有顯著差異。
本研究的發現可作為可作為下列之用途:
一、企業人資單位在甄選研發人才時的參考依據。
二、提供研發主管在增進研發人員能力時所需之學習訓練方向。
三、提供對研發有興趣的新鮮人做為其職涯方向參考。

Human resource is the most valuable asset in a company. So how to recruit the right employees and keep them in the company are very important in organization planning. Choosing suitable employees has become the most important first step of human resource management success. Setting qualifications for employee selection and recruitment correctly can save managers a lot of time and effort as well as reduce the expenses in personnel training and possible lay-offs ( 張裕隆,1996). Effective personality tests are more accurate and reliable than people’s gut feelings (蔡維奇,2000).
The study uses the theories found in references and applies statistical analysis to link the differences in personality and self-learning orientation to R&D employees’ work performances. And this research has discovered that R&D employees’ work performances are significantly related to personality items: “emotion”, “openness”, “agreeableness” and “conscientiousness”. And with respect to learning orientation, R&D employees’ work performances are strongly related to “independent learning”.
The findings of this study can provide value in the following respects:
1. setting the right qualifications for employee recruitment,
2. guiding R&D managers to provide right trainings to R&D employees,
3. guiding people who are interested in R&D in their career planning.

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