工程設計公司發展和管理 BIM 人才的組織策略

Abstract

建築資訊塑模 (Building Information Modeling) 是營建產業數位化轉型的關鍵要素，在設計階段，BIM 提供了資訊管理和協調溝通的平台，其強大的 3D 圖形可視化和協作功能有助於提高設計品質。然而， BIM 的應用進展緩慢，主要是因為其導入存在困難，由於缺乏具備相關技能和經驗的專業人員，BIM 的整合設計無法有效進行，從而阻礙了其在設計中的充分應用。而多數的研究基於BIM的工作與能力分級、亦或是以BIM的導入做討論，而鮮少以BIM的人才管理為本去做導入的策略討論。本研究的目標是制定一種組織策略，在工程設計公司內發展和管理 BIM 人才。BIM 工作不應僅僅被視為建模，而應被視為專案中不可或缺的組成部分，可以帶來顯著的效益。本研究制訂一策略為通過從人力資源管理的角度對 BIM 工作能力進行分類，確定適當的 BIM 培訓水平，在本研究中提出新的組織小組結構以涵蓋組織所需的BIM功能，培養能成功導入 BIM的學習文化，還提供一個組織導入BIM的指引圖，使工程設計公司能夠建立完善的組織結構，以多方位培養所需之BIM人才並充分發揮 BIM 的潛力，提高設計工作的品質。

In the digital transformation of the Architecture, Engineering, and Construction (AEC) industry, Building Information Modeling (BIM) plays a crucial role. BIM offers an information management and coordination communication platform during the design stage, with its powerful 3D graphic visualization, enhancing a collaborative project culture that leads to improved design quality. However, the slow adoption of BIM is due to the difficulties encountered in its implementation, the full utilization of BIM in design is hindered by a lack of skilled professionals who can integrate design experience effectively through BIM. This study aims to develop an organizational strategy to manage and develop BIM talents in design engineering firms. BIM work should not be perceived solely as modeling, but rather as an integral part of the project that offers significant benefits. This study formulates a strategy to determine the appropriate level of BIM training by categorizing BIM job competencies from a human resource management perspective. The study proposes a new organizational team structure to cover the organization's required BIM capabilities and foster a learning culture for successfully BIM implementation. Furthermore, a guide map for implementing BIM has been provided to help engineering design companies establish a sound organizational structure, cultivate the required BIM talents in multiple directions, and leverage the potential of BIM to improve the quality of design work.