近年來全球焦點著重在工業4.0科技的發展，可以預想到未來企業競爭將會往智慧製造等趨勢發展，雖可大幅度提升企業效能，但同時也發展出新型態的商業模式及人力資源結構的改變，而人力資源角色的專業職能之探討對於人力資源人員的未來職涯發展及組織經營是重要的，當人資人員在面臨不管是內外在環境的的變化及挑戰時，所需扮演的人力資源角色之專業職能也會隨著轉變，如從以前的行政支援幕僚逐漸轉型為企業夥伴，或者重新思考現有的人力資源政策及管理的配套措施是否需要因應新時代進行調整，因此過往的人力資源專業職能勢必要進行改變，這將是人力資源需面臨的必要議題與挑戰（王聖閔，2019）。
本研究以參與中華人事主管協會之工業4.0相關課程的人力資源從業者為研究對象，首先運用修正式德爾菲法根據研究目的與問題蒐集相關文獻，並取得專家共識發展出半結構式問卷，分析出5個指標向度及25個指標檢核項目，分別為「人力資本策進者」、「策略定位者」、「誠信的行動者」、「數據運用者」以及「科技創新及整合者」，再採用模糊層級分析法求得指標間之相對權重，以此歸納出指標的權重分配與重要性排序，旨在分析及建構出工業4.0下人力資源專業職能模型的指標架構。本研究於2020年4月17日至5月15日回收有效問卷35份，回收率100%，經由模糊層級分析法的資料分析結果得知：「人力資本策進者」群組相對權重職值為0.332為最高，其中要素為「1-1因應工業4.0組織發展與創新，需重新定位人才」0.296所占權重最重，其次群組權重為「策略定位者」0.230，其中要素為「2-1瞭解工業4.0下內外部環境的變化」0.312權重最高、「誠信的行動者」0.180，其中要素為「3-1能遵循法令保護員工的個資不受到系統的洩漏」0.412最重要、「數據運用者」0.142，其中要素為「4-5運用數據對組織創造價值」0.335最受重視、「科技創新及整合者」0.115，其中要素為「5-1制定符合組織的人力資源管理標準，作為實施智能化人力資源參考依據」0.239權重最高，最受重視，且層級及各別層級之要素一致性指標C.I.及一致性比率C.R.皆 <0.1，顯示專家填答結果通過一致性檢定，綜合上述所言得知「人力資本策進者」為工業4.0下人力資源專業職能模型最重視的層級指標，因此為人力資源應用時最優先考量的面向，欲能應用在將來工業4.0普及化的時代下，給予人資人員在自身能力之檢核與組織招募條件之參考依據使用。

In recent years, the global focuses on the development of science and technology for industry 4.0, we can expect smart manufacturing enterprise competition will be a future trend. Although it is greatly going to improve enterprise efficiency, the development of new types of business model and the changes in the structure of human resources will happen. It is important that the role of human resource professional function of the human resources staff future career development and organizational management, when human resources personnel in both environmental change and challenge, the role of human resources of the professional function will also along with the transition, such as previous administrative support staffs gradually transfer to corporate partners, or rethink whether the existing human resources policies and supporting measures of management need to be adjusted by the new era. Therefore, the past professional functions of human resources are bound to be changed, which will be a necessary issue and challenge for human resources.
The subjects of this study are HR practitioners who participated in the courses related to Industry 4.0 of Chinese Personal Executive Association. First of all, Modified Delphi Method is used to collect relevant literatures based on the purpose and questions of the study. Semi-structured questionnaire was developed based on consensus from the specialists, which analyzed 5 index items and 25 index check items. They are " Human Capital Curtor ", " Strategic Positioner ", " Credible Activist", " Data User " and " Technological and Media Integrator ", and the fuzzy analytic hierarchy process was adopted to discover the relative weights among indicators in order to conclude indicators’ weight distribution and the importance of sequencing. The objectives of this study are to analyze and construct an indicator framework of HR professional competency models on the basis of Industry 4.0. A total of 35 valid questionnaires were collected from 17th of April until 15th of May in 2020, with 100% recovery rate. According to the results of data analysis of fuzzy analytic hierarchy process: the group ‘’HR Strategist’’ was with the highest relative weight at 0.332, in which the factor “1-1. In response to Industry 4.0 organization development and innovation, talents need to be repositioned” was with the highest weight at 0.296; the second group ‘’Strategic Positioner’’ was at 0.230, of which the factor “2-1. Understand the internal and external environment changes of Industry 4.0” was with the highest weight at 0.312; the group ‘’Trustworthy Mover’’ was at 0.180, in which the factor “3-1. Capable of complying with laws and regulations to protect employees’ personal assets from system leakage” was the most important, at 0.412; the group ‘’Data User’’ is at 0.142, in which the factor “4-5. Utilise data to create values for the organization” was the most emphasised, at 0.335; the group ‘’Technology Innovator and Integrator’’ was at 0.115, in which the factor “5-1. Formulate human resources management standards that conform to the organization as a reference on the basis of intelligent human resources implementation” was the most emphasised with the highest weight, at 0.239. In addition, the elements of every hierarchy of consistency index (C.I.) and consistency ratio (C.R.) were both <0.1. It shows that the questionnaire results of specialists passed the consistency test. Based on the information shown above, ‘’HR Strategist’’ is the most emphasised indicator of hierarchy in HR professional competency models of Industry 4.0. Therefore, it should be the top priority facet of HR application, and it can be used during the times when Industry 4.0 is commonly implemented as the reference of self-competency check and organizational recruitment conditions for HR personnel.

目錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 名詞解釋 2
第二章 文獻探討 4
第一節 工業4.0 4
第二節 人力資源之職能 18
第三節 工業4.0下之人力資源專業職能 33
第四節 修正式德爾菲法 38
第五節 模糊層級分析法（簡稱FAHP） 39
第三章 研究設計與方法 43
第一節 研究流程與架構 43
第二節 研究方法 44
第三節 研究對象 46
第四節 研究工具 46
第五節 資料處理分析 49
第四章 資料分析與結果 50
第一節 專家問卷資料分析 50
第二節 工業4.0下之人力資源專業職能模型培育發展訓練課程時數 51
第三節 修正式德爾菲法問卷結果分析 52
第四節 模糊層級分析法問卷結果分析 53
第五章 討論與建議 61
第一節 研究討論 61
第二節 研究建議 63
第三節 研究限制 67
參考文獻 68
附錄 73

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