[{"data":1,"prerenderedAt":48},["ShallowReactive",2],{"q-sw-106-1-social-work-management-036":3},{"subject":4,"subjectSlug":5,"subjectFullName":4,"question":6,"related":23},"社會工作管理","social-work-management",{"id":7,"webId":8,"year":9,"session":10,"subject":4,"legacy":11,"number":12,"stem":13,"options":14,"answer":19,"answerNote":20,"images":21,"lawTimestamp":9,"explanation":22,"freq":10},"sw-106-1-社會工作管理-036","sw-106-1-social-work-management-036",106,1,true,36,"社會福利服務機構人力資源管理中，若欲強化社會工作人員之工作能力，則與下列何者最為相關？",{"A":15,"B":16,"C":17,"D":18},"招募與遴選","領導統御","員工之獎勵與激勵","培訓與養成","D",null,[],"本題考點是人力資源管理各功能的區辨。欲「強化」現有社會工作人員的工作能力,依靠的是教育訓練功能:透過職前訓練、在職訓練、督導與繼續教育等培訓與養成措施,增進人員的專業知識、技能與態度,直接提升其工作能力,故 D 正確。A 招募與遴選是在進用階段選出合適的人,處理的是「找對人」,而非強化既有人員的能力;B 領導統御是主管引導與影響部屬達成組織目標的過程,重在方向指引與影響力;C 員工之獎勵與激勵作用在提升工作「意願」與士氣,提高的是動機而非能力本身,三者均非與強化工作能力最直接相關者。",[24,28,32,36,40,44],{"webId":25,"stem":26,"number":27,"year":9,"session":10},"sw-106-1-social-work-management-035","在甄選與決定錄用某位應徵者時，若僅考量應徵者畢業於頂尖大學社會工作系，此種評量上的偏差屬於下列何者？",35,{"webId":29,"stem":30,"number":31,"year":9,"session":10},"sw-106-1-social-work-management-037","「方案預算法」是社會福利機構廣泛使用的預算類型之一，下列何者不是此種預算方法的長處？",37,{"webId":33,"stem":34,"number":35,"year":9,"session":10},"sw-106-1-social-work-management-034","「申請者為有效完成工作需具備之知識、技術與能力」此為下列何者之定義？",34,{"webId":37,"stem":38,"number":39,"year":9,"session":10},"sw-106-1-social-work-management-038","不少社會福利機構與社會工作師已大量使用電腦協助處理與服務相關之各種資訊，當從電腦中所存取的資料均為有用的資訊時，此種現象符合下列何種資訊管理的特性？",38,{"webId":41,"stem":42,"number":43,"year":9,"session":10},"sw-106-1-social-work-management-033","若某社會福利機構在編列與設計預算時，所採用的是將過去的預算過程及決策進行適度的延伸，則下列何者為此一機構所使用的預算設計過程模式？",33,{"webId":45,"stem":46,"number":47,"year":9,"session":10},"sw-106-1-social-work-management-039","某社會工作督導在評估社會工作人員之工作績效時，若使用的是持有一份隨時記載的工作紀錄，藉此提供高度具體的回饋意見給需要改進的工作人員。此種績效評估工具為：",39,1787299234282]