臺灣博碩士論文加值系統

探求人力資源管理措施在台灣中小企業中的實際實施狀況是本研究的目的。 在全部359份有效問卷中以桃園縣的中小企業為樣本。詢問中包括6個人力資源管理措施分別為：招募、徵選、薪酬、教育訓練、績效管理及人力資源計畫，來探索台灣中小型企業的組織特性(如：企業大小、產業類別、人力資源主管)間的關係。
本研究得出在台灣的中小企業之人力資源管理措施結果的概況。我們的結果對未來中小企業人力資源管理措施之相關研究的幾個較大的建議。這些結論也提供給台灣的中小企業管理者如何加強在人力資源管理。本究的結果如下︰
1.根據不同的小中型企業特性，中小企業的人力資源管理措施是不同的。
2.即使中小企業自己本身來比較，與規模較大 (小中型企業)相比較，更小的公司展現出不那麼專業的人力資源管理措施，因為與一定組織特徵控制變相與複雜性和/或資源可用性變相成正相關。
3. 人力資源管理措施在製造業與非製造業之間有顯著的差別。
4. 在小中型企業裡，某些特定的人力資源管理措施是比其他管理措施更經常的被使用。
最後，基於以上所述的結果，對於在在台灣的中小企業的管理實務上有一定的建議和貢獻。

關鍵字： 人力資源管理措施, 中小企業

The study to find out the effects of HRM practices in SMEs (Small and Medium Enterprises ) in Taiwan is conducted in this research. Total sample of 359 respondents were collected from SMEs in Taoyuan. The questionnaire includes 6 HRM practices factors, recruitment, selection, compensation, training, performance appraisal and human resource planning, to explore the relationship with the SMEs’ characters such as firm size, industries factors, HR managers.
This study presents empirical evidence on the determinants and outcome of Human Resource Management Practices in Small and Medium Enterprises in Taiwan. Our results have several major implications for future research. Suggestions will also provide to the Small and Medium Enterprises’ managers on how to enhance their Human Resource Management Practices in Taiwan. The results of this study showed that:
1. HRM practices are differed according to SMEs characters.
2. Even Small and medium enterprises themselves, the smaller firms are likely to bare less professional HRM practices than large firms (SMEs) when controlling for certain organization characteristics associated with complexity and/or resource availability.
3. HRM practices are differed between manufacturing industry and Non- manufacturing industry.
4. In SMEs, Some of the HRM practices are more common used than other else.
Finally, based on the above results, there are some implications for management in practice for Small and Medium Enterprises in Taiwan.

Keyword： Human resource management, Small and medium Enterprises, SMEs

Chapter I Introduction

1.1 Research Background ------------------------- 2
1.2 Need of the study ------------------------------ 4
1.3 Statement of the problem -----------------------5
1.4 Purpose of the study ---------------------------- 7
1.5 Theoretical Framework ------------------------- 8
1.6 Significant of the study ------------------------ 8

Chapter II Literature Review

2.1 Definition of SMEs ----------------------------- 10
2.2 MEs in Philippines ------------------------------ 12
2.3 SMEs in United States -------------------------- 13
2.4 SMEs in Taiwan ------------------------------ 15
2.5 General HRM practices in SMEs --------------22
2.6 Influential Factors of HRM Practices in SMEs --------------------------------------------32
2.7 Summary ---------------------------------------- 36

Chapter III Methodology

3.1 Research Framework ---------------------------- 43
3.2 Treatment of data -------------------------------- 46
3.3 Instrumentation and Measure ------------------- 47
3.4 Problem and Sample ---------------------------- 49

Chapter IV Sample Results and Analysis


4.1 Statistical Analysis on Individual and
Company’s variance --------------------------- 52
4.2 The importance of individual and corporate statistic
variables to the HRM --------------------------- 62
4.3 Analysis of individuals and corporate variable
to the HRM challenges ------------------------- 69
4.4 Analysis of individual and corporate statistic
variable to the overall efficiency of HRM ----- 73
4.5 Analysis of individual and corporate statistic
variable to the overall performance of HRM -
---------------------------------------------------- 75
4.6 Summary ---------------------------------------- 94

Chapter V Conclusion, Suggestion and
Recommendation

5.1 Conclusion -------------------------------------- 102
5.2 Suggestions ------------------------------------- 103
5.3 Limitation of this Research and Suggestion for Further Study
---------------------------------------------------- 105
5.4 Recommendation ------------------------------- 1067

References ------------------------------------------------------- 108

Appendix

Appendix 1 Original Chinese Questionnaire -------------- 116

LIST OF TABLES

Table 2-2-1 Two general criteria: Size of employment
and value of assets -------------------------------- 12
Table 2-3-1 Two general criteria: Size of employment and
value of assets ------------------------------------- 13
Table 2-4-1 Overview of SME Development, 2001 – 2005
------------------------------------------------------- 15
Table 2-4-2 The Number of Enterprises in 2004 and 2005
– by Sector ----------------------------------------- 18
Table 2-4-3 The Number of SMEs in 2004 and 2005
– by Industry ---------------------------------------- 19
Table 2-4-4 Geographical Distribution of SMEs in Taiwan
in 2005 --------------------------------------------- 21
Table 2-4-5 Comparison of Definition of Small and Medium
Enterprises at Different Locality ----------------- 22
Table 4-1-1 “Interviewees background and Company
structure” ------------------------------------------- 53
Table 4-1-2 “Human Resource Management Tasks and
its Importance” ------------------------------------ 55
Table 4-1-3 Overall Performance and Challenges of
Human Resource Management ------------------- 55
Table 4-1-4 “Recruitment Channels” -------------------------- 56
Table 4-1-5 Employee selection process ---------------------- 57
Table 4-1-6 Corporate Training Methods --------------------- 59
Table 4-1-7 Employee performance evaluation ---------------- 60
Table 4-1-8 Wage management system ----------------------- 61
Table 4-1-9 Corporate human resource recording, policy,
and planning --------------------------------------- 62
Table 4-2-1 The variance among different “years of
management” and the “importance of human
resource management” ---------------------------- 63
Table 4-2-2 The variance among different “years of
HR management” in “the importance of
human resource management” ------------------- 64
Table 4-2-3 The variance among “numbers of employees”
in the “importance of human resource
management” -------------------------------------- 65
Table 4-2-4 The variance among “the different industry
types” in the “importance of human resource
management” -------------------------------------- 67
Table 4-2-5 The variance among “years of management
experience” in “challenges in human resource
management tasks” ------------------------------- 68
Table 4-3-1 The individual and corporate statistic variables
and its impact to the human resource
management challenges --------------------------- 69
Table 4-3-2 The variable of “numbers of employee” in the
“human resource management challenges” ------ 71
Table 4-3-3 The variable of different “industry types”
among the “human resource management ------- 72
Table 4-4-1 “Years of management” among the “efficiency
of human resource management” ---------------- 73
Table 4-4-2 “Years of people management” among “overall
efficiency of human resource management” ----- 73
Table 4-4-3 The “number of employees” in the “overall
efficiency of human resource management” ----- 74
Table 4-4-4 The “industry types” in “overall efficiency of
human resource management” -------------------- 74
Table 4-5-1 The “number of employees in the “recruitment
channels” in Chi-Square Test ------------------- 75
Table 4-5-2 The “type of industries” in the “recruitment
channels” in Chi-Square test ---------------------- 77
Table 4-5-3 The different “employee numbers” in the
“employee selection methods” by chi-square test
------------------------------------------------------ 79
Table 4-5-4 The different “Industry types” in the “employee
selection methods” by chi-square test ----------- 8183
Table 4-5-5 The different “numbers of employees” in
“training methods” by Chi-square test ----------- 83
Table 4-5-6 The different “industry types” in “training
methods” by chi-square test ---------------------- 84
Table 4-5-7 The F-value of different “number of employees
in “employee performance evaluation” ---------- 86
Table 4-5-8 The F-value of different “Industry types” in
“employee performance evaluation” ------------- 87
Table 4-5-9 The F-value different “number of employees”
in “wage management” in F-value --------------- 88
Table 4-5-10 The variables of different “industry types” in
“wage management” ------------------------------- 90
Table 4-5-11 The variables of different “number of
employees” in employee records, policy, and
management” -------------------------------------- 91
Table 4-5-12 The variables of “industry types” in “employee
records, policy, and management” --------------- 92
Table 5-1-1 Summary of Hypotheses Results ---------------- 102

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