臺灣博碩士論文加值系統

I am currently working at Personnel and Administration Department of PetroVietnam University, a newly established university, where everything is being settled up. I therefore understand the difficulties the Petro Vietnam are facing with. One of the issues is how to attract highly qualified human resources in a competitive and scarce context. To find solution for the issue, I have chosen the topic of Attracting Human Resources through HRM – the Case of PetroVietnam University as my research topic.
By researching basic theories in HR, HRM in general and HRM in tertiary education in particular, the research model has been formulated as followings: analyzing external and internal factors which effect HR in tertiary education, analyzing the influence of HRM functions to an organization, evaluating current situation of HRM at PVU. With research methodology of qualitative analyses through primary and secondary data resources to point out the shortcomings in PVU’s HRM system, the thesis gives PVU recommendations for a complete HRM strategy to attract high quality human resources.
With the primary data source, I have interviewed 28 people within and outside the organization through prepared questionnaires to acquire comments of interviewees on related matters of PVU’s HRM strategy, and then used collective, statistical, and in-depth analysis method. Research results prove that PVU has not got a complete HRM system. There is not an overall HRM strategy at PVU, and HRM functions such as recruitment, training, compensation, benefits, performance appraisal, and organization culture are not completed and not implemented effectively.
Finally, the thesis worked out the synchronic and feasible solutions, from general strategic to specific solutions to improve and adjust the HRM activities of PVU in order to attract high quality human resources, as well as to enhance PVU’s competitiveness. Those are specific recommendations on almost activities of HRM functions at PVU and strategic recommendations such as continuing on supplementing and completing solutions to realize organizational strategies, mobilizing all resources, keeping track and executing at the right speed on the right roadmap as proposed, having suitable adjustment to correct strategies and to have accurate and firm steps, and identifying strategic goals of setting up and developing human resources.

Abstract i
Acknowledgements iii
Table of contents iv
Acronyms vi
Introduction vii
1. Reasons for Choosing Research Topic vii
2. Aims and Research Question viii
3. Research Scope and Objects ix
4. Research Methodology x
Chapter 1 LITERATURE REVIEW 1
1.1. Human Resources Definitions 1
1.2. Human Resources and the Organizational Existence and Development 2
1.3. Human Resource Management and Human Resource Management Strategy 3
1.3.1. Human Resource Management Definitions 3
1.3.2. Human Resource Management Strategy 4
1.3.3. Main Roles of Human Resource Management 4
Chapter 2 HUMAN RESOURCE AND HUMAN RESOURCE MANAGEMENT ISSUES IN TERTIARY EDUCATION 10
2.1. Characteristics of Human Resource in Tertiary Education 10
2.1.1. Tertiary Education Is the Field with the Highest Qualified People 10
2.1.2. The Impact of Human Resource Quality at Tertiary Level 11
2.1.3. Typical Attributes and Skills of Human Resources at Tertiary Education level 11
2.2. Factors Affect Human Resource Management in Tertiary Education 12
2.2.1. External Factors 12
2.2.2. Internal Factors 16
Chapter 3 PETRO VIETNAM UNIVERSITY AND DEVELOPMENT STRATEGIES 19
3.1. Introduction of Petrovietnam University 19
3.1.1. Mission and Vision 20
3.1.2. Development Objectives 21
3.1.3. PetroVietnam University’s Strengths, Weaknesses, Opportunities, and Threats (SWOT) 23
3.1.4. Petrovietnam University’s Organizational Structure 24
3.2. Current Human Resource Management System 25
3.2.1. Human Resource Management Strategy 25
3.2.2. Human Resource Management Planning 27
3.2.3. Compensation and Benefits Policies 28
3.2.4. Recruitment Policies 30
3.2.5. Training Policies 31
3.2.6. Evaluating, Managing, and Using People 33
3.2.7. Organizational Culture 35
Chapter 4 FORMULATING RESEARCHING METHOLOGY 36
4.1. Research Methodology 36
4.2. Data Collection Method 37
4.3. Interviewing Subjects 37
4.4. Interview Contents 38
4.5. Research Timeline 39
4.6. Result Analysis Methods 39
4.7. Data Validation and Reliability 40
Chapter 5 RESEARCH RESULTS AND ANALYSIS 42
5.1. Human Resource Management Strategy 42
5.2. Recruitment Activities 43
5.3. Training People 44
5.4. Compensation and Benefits Policies 45
5.5. Evaluating, Managing, and Using People 46
5.6. Organizational Culture 46
5.7. Solutions for Human Resource Management Strategy of PetroVietnam University 47
Chapter 6 RECOMMENDATIONS FOR HUMAN RESOURCE MANAGEMENT AT PETRO VIETNAM UNIVERSITY 49
6.1. Comparing Research Results and Theoretical Framework of the Topic 49
6.2. Recommendations for Human Resource Management Strategy at PetroVietnam University 50
6.2.1. Strategic recommendations 50
6.2.2. Specific Solutions 51
Conclusion 60
References 62
Appendix 64

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