本研究探討人格特質評量系統在企業人力資源管理中的應用與探索，分析其在 選人、育人、用人、晉升與留人五大核心管理環節的應用價值。研究採用質性研究 方法，透過半結構式訪談訪問來自金融、科技、製造、服務業及非營利組織等 15 位 高階管理者與人力資源專業人士，以探討人格特質評量系統如何幫助企業提升人才 選拔準確度、優化團隊配置、促進員工職涯發展，並減少因主觀判斷所導致的管理 決策偏誤。
研究結果顯示，人格特質評量系統具備 「催化劑」、「調和劑」與「阻斷劑」 三大功能，幫助企業快速理解員工特質與行為模式，發掘潛在能力，並促進員工的 自我認識與能力發掘，提升職涯規劃精準度與發展潛力，透過改善溝通方式、減少 部門衝突，提升團隊協作效率，並在跨部門合作與遠距管理中發揮積極作用，提供 選才依據、降低試用期淘汰率，避免錯誤招募與人事安排，並幫助企業建立更具數 據支持的管理決策模式。
本研究發現，結合 AI 整合運算人格特質評量系統與一般人格特質評量系統(如 大五人格、MBTI、DISC)一致，並進一步強調其動態適應性，快速節省時間，節省 昂貴費用，適用於企業變革管理、跨文化管理及數據驅動 HR 決策。此外，AI 運算 人格特質評量系統有助於識別高潛力領導人才，提升企業內部人才發展與留任率。

This study explores the application and impact of personality assessment systems in corporate human resource management, analyzing their value in five key management pro- cesses: talent selection, development, utilization, promotion, and retention. Using a quali- tative research approach, semi-structured interviews were conducted with 15 senior exec- utives and HR professionals from the finance, technology, manufacturing, service, and non- profit sectors. The study examines how personality assessment systems enhance recruit- ment accuracy, optimize team composition, support employee career development, and re- duce decision-making biases caused by subjective judgment.
The findings indicate that personality assessment systems serve three major func- tions: catalyst, harmonizer, and inhibitor. These systems help organizations quickly under- stand employees’ traits and behavioral patterns, identify potential capabilities, and promote self-awareness and skill discovery. This improves career planning precision and develop- ment potential. Additionally, by improving communication methods and reducing interde- partmental conflicts, personality assessments enhance teamwork efficiency and play a cru- cial role in cross-department collaboration and remote management. They also provide sci- entific criteria for talent selection, lower probationary failure rates, prevent mis-hiring and poor personnel placement, and support data-driven decision-making in HR management.
The study finds that the TPI (Talent Personality Inventory) integrated with AI com- puting aligns with traditional personality assessment models such as the Big Five, MBTI, and DISC. Due to the greater adaptability, time efficiency, and cost-effectiveness TPI is particularly applicable in change management, cross-cultural management, and data-driven HR decision-making in enterprises. Moreover, AI computing -integrated TPI helps identify high-potential leadership talent, improving internal talent development and retention.