[{"data":1,"prerenderedAt":49},["ShallowReactive",2],{"q-sw-107-2-social-work-management-020":3},{"subject":4,"subjectSlug":5,"subjectFullName":4,"question":6,"related":24},"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":23},"sw-107-2-社會工作管理-020","sw-107-2-social-work-management-020",107,2,true,20,"「組織評估其所處之內外在環境，並考量員工的專業生涯發展後，對組織未來長、短期之人力資源需求，做有系統且持續性分析的過程。」此描述為下列那一個名詞的定義？",{"A":15,"B":16,"C":17,"D":18},"人力資源規劃（human resource planning）","工作分析（job analysis）","人事管理（personal management）","人力資源管理（human resource management）","A",null,[],"本題考點是人力資源管理各專有名詞的定義辨析。依人力資源管理理論，人力資源規劃(human resource planning)指組織評估內外在環境、考量員工生涯發展後，對未來長短期人力需求做『有系統且持續性的分析與預測』，題幹定義完全對應此概念，故選 A。(B)工作分析(job analysis)是針對『特定職位』分析其工作內容、職責與所需資格條件，聚焦單一職位而非整體人力需求預測。(C)人事管理(personnel management)是傳統事務性的員工管理作業(如出勤、薪資)，偏行政操作。(D)人力資源管理(HRM)是統攝招募、訓練、考核、薪酬等的『整體功能總稱』，範圍最廣，而題幹描述的是其中『需求分析預測』這一特定環節，故非最貼切者。",1,[25,29,33,37,41,45],{"webId":26,"stem":27,"number":28,"year":9,"session":10},"sw-107-2-social-work-management-019","在進行需求評估時，方案規劃者應嘗試不同的測量方法，因為每種方法均有其優點，亦存在著限制。下列對於需求評估方法之優點、缺點描述，何者錯誤？",19,{"webId":30,"stem":31,"number":32,"year":9,"session":10},"sw-107-2-social-work-management-021","「在社會福利機構中，針對組織的各項職位選擇適當的員工，指派其擔任組織中的待補位置。」請問此段描述符合下列那種管理活動的定義？",21,{"webId":34,"stem":35,"number":36,"year":9,"session":10},"sw-107-2-social-work-management-018","進行社會工作服務方案評估時，若由方案執行單位自行進行評估者為「內部評估」（internal evaluation），若由機構以外的專家來進行評估者為「外部評估」（external evaluation）。下列對於兩種評估方式的優缺點分析，何者正確？",18,{"webId":38,"stem":39,"number":40,"year":9,"session":10},"sw-107-2-social-work-management-022","下列對於領導觀點的描述，何者錯誤？",22,{"webId":42,"stem":43,"number":44,"year":9,"session":10},"sw-107-2-social-work-management-017","「針對正在執行中的方案，評估的重點是方案的發展、進行的步驟和方法，常藉由監測或回饋等機制來了解方案如何進行、如何發揮效力、如何化解阻力、如何得到助力、為何成功、為何失敗等等問題。」此描述主要為下列何種方案評估類型？",17,{"webId":46,"stem":47,"number":48,"year":9,"session":10},"sw-107-2-social-work-management-023","員工是組織最重要的資產，因此組織需基於當前及未來的需要對員工進行培訓，除了需要評估訓練需求以擬定培訓計畫之外，亦需要針對培訓計畫的效能建立評估機制，以檢視是否達到培訓目標。一般而言，對於培訓實施的評估可區分為四個層次，下列說明何者錯誤？",23,1787299245395]