( 您好!臺灣時間:2021/05/07 16:15
字體大小: 字級放大   字級縮小   預設字形  


研究生(外文):Wei-chi Hsiao
論文名稱(外文):How to Identify, Develop, Deploy, and Connect TalentsWhen Companies Transform to Global Integrated Enterprise The Case of Advantech
指導教授(外文):I-heng Chen
外文關鍵詞:commitmentand performancealignmenttalent managementcapabilityGlobal Integrated Enterprise
  • 被引用被引用:1
  • 點閱點閱:1074
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:380
  • 收藏至我的研究室書目清單書目收藏:0
全球化是在長時間下、持續進行演變的動態趨勢,其多元的面向廣泛影響各個層面,如國際企業的出現、消費市場無國界等。全球化下,企業必須滿足日益增加的市場需求,以維持自身的競爭力。為了能更有效率的回應市場需求、並且有效的整合全球資源,IBM在2007年提出了「全球整合型企業Global Integrated Enterprise (GIE)」的概念,此概念大幅影響了企業運行組織變革的實務做法。

研華科技於2006下半年面臨成長衰退的現象,為了提昇公司的競爭力,研華科技開始著手組織變革的相關規劃。「全球整合型企業」的概念於2007年中被導入研華科技,2007下半年起,公司即開始「全球整合型企業」的策略佈局,並於2008年正式實施。當研華科技轉型為「全球整合型企業」時,需要相關部門提供支援的功能,此時人才管理(Talent Management)成為最重要的議題之一。因此,研華科技落實人才管理模式,其包含人才辨識(Talent identification)、人才發展(Talent development)、人才部署(Talent deployment)及人才連結(Talent connection)四個功能。

本研究假設在落實此人才管理模式後,將會有正面的影響力。預計能帶來的正面影響力有:1)落實人才發展實務所帶來的組織才能(Organizational capabilities)、2)落實人才部署實務所帶來的密切合作(alignment)、以及3)落實人才連結實務所帶來的員工承諾(employee commitment)。再者,本研究預測落實此人才管理模式後,能產生正面的組織績效(organizational performance)。因此,本研究著重於探討組織能力(organizational capabilities)、密切合作(alignment)、員工承諾(employee commitment)與組織績效(organizational performance)的關係。
Globalization is viewed as a centuries-long process, its various aspects which affect the world in several different ways such as industrial emergence of worldwide production markets and broader access to a range of foreign products for consumers and companies (Craig, C.S, 2003). Under globalization, companies meet the increasing challenge to fulfill the demands of markets. In order to response to market effectively and make best use of resources globally, IBM brought up a concept of ‘Global Integrated Enterprise (GIE)’ in 2007. GIE affects companies and industries in the practices of organization transformation greatly.

Advantech experienced the decline of growth from the middle of 2006. In order to obtain the competitive advantage, the company seeks for organization transformation. GIE is introduced to Advantech in the middle of 2007. Advantech began to arrange GIE transformation strategies and implemented GIE transformation in 2008 officially.

While Advantech implements GIE transformation, it requires support functions to provide correspondent systems in organization transformation processes. Talent management is one of the most important issues for Advantech to deal with. Therefore, Advantech implements the talent management model which includes the functions of talent identification, talent development, talent deployment, and talent connection simultaneously.

This research presumes that there are positive effects out of the implementation of talent management model. The expected effects include: 1) organization capabilities which are evoked by the implementation of talent development practices, 2) alignment which is affected by the implementation of talent deployment practices, and 3) employee commitment which is inspired by the implementation of talent connection practices.

To continue, this research assumes that the implementation of talent management model is effective in terms of positive performance. Hence, this research aims at interpreting the relationship between capabilities, alignment, commitment, and organizational performance.
論文摘要 III
1.1 Background 1
1.1.1 The Looming Talent Crisis 1
1.1.2 Enterprise Transformation under Globalization 4
1.2 Problem Statement and Research Questions 6
1.3 Objectives and Research Procedures 8
2.1 Talent Management Model 10
2.1.1 Talent Identification 11
2.1.2 Talent Development 15
2.1.3 Talent Deployment 19
2.1.4 Talent Connection 21
2.1.5 Talent Management Model 24
2.2 Global Integrated Enterprise 26
2.3 The Effects of Talent Management Model 33
2.3.1 Talent Development and Capability 33
2.3.2 Talent Deployment and Alignment 35
2.3.3 Talent Connection and Commitment 36
2.4 Capability, Alignment, Commitment, and Performance 39
3 Research Methodology 43
3.1 Research Framework 43
3.1.1 Definition 43
3.1.2 Proposition 錯誤! 尚未定義書籤。
3.2 Research Methodology 46
3.3 Choose the Case Study Target 47
3.4 Research Design 50
4.1 Introduction of Advantech 53
4.2 GIE Transformation 60
4.2.1 Globalization procedures 60
4.2.2 The reason Advantech transforms to GIE 60
4.2.3 Direction of GIE transformation 61
4.2.4 Change of organization structure 62
4.2.5 Impact of GIE transformation: the reformation of budgeting 65
4.2.6 Impact of GIE transformation: internal communication 66
4.2.7 Impact of GIE transformation: talent management 67
4.2.8 Reviews of GIE implementation 69
4.3 Global Talent Management Model 70
4.3.1 Overview of talent management model 70
4.3.2 Talent identification 73
4.3.3 Talent development 78
4.3.4 Talent deployment 82
4.3.5 Talent connection 84
4.4 The Effects of Talent Management Implementation 87
4.4.1 Development and capability 87
4.4.2 Deployment and alignment 88
4.4.3 Connection and commitment 89
4.4.4 Capability, alignment, commitment and performance 90
4.5 Discussion 93
5.1 Conclusions 95
5.2 Suggestions 96
7.1 Questionnaire part I& II 105
7.2 Interview question part I& II 114
Ackoff, R. L., 1981, Creating the Corporate Future. New York: John Wiley, p.35.
Advantech website: http://www.advantech.tw
Advantech, 2008, Global Consolidated Operational Performance Report, http://www.advantech.tw/investor/report/2008-Consolidatedd-Chinese.pdf.
Anthony J. Rucci, Steve P. Kirn, & Richard T. Quinn, 1998, The Employee-Customer-Profit Chain at Sears, Harvard Business Review.
Barab, S. A., & Duffy, T., 2000, From Practice Fields to Communities of Practice. In D. Jonassen& S.M. Land (Eds.), Theoretical foundations of learning environments, pp. 25–56, Mahwah, NJ: Lawrence Erlbaum Associates, Inc.
Bartel, Ann P., 1994, Productivity Gains from the Implementation of Employee Training Programs, Industrial Relations, Vol.33, Issue 4, pp.411-425.
Becker, Gary S, 1962, Investment in Human Capital: A Theoretical Analysis, Journal of Political Economy, 70, pp. 9-49.
Bell A, 2006, Leadership Development in Asia Pacific: Identifying and Developing Readers for Growth, the Conference Board, Report number R-1387-06-RR.
Berger, L. A., 2004, Four Steps to Creating a Talent Management System. In D. R. Berger & L.A. Berger (Eds.), the Talent Management Handbook: Ch.2. New York: McGraw-Hill.
Bompa, T O., 1985, Talent identification. Science Periodical on Research and technology in Sport, Ottawa, p. 1.
Bower. JL & TM Hout, 1988, Fast-Cycle Capability for Competitive Power, Harvard Business Review, pp. l10-118.
Brian Becker, Mark Huselid,& Dave Ulrich, 2001, the HR Scorecard Linking People, Strategy, and Performance, Harvard Business School Press, p.11-18.
Brian W. Lambert, 2005, Growth Talent Profile for Human Capital Acquisition in IT Firms, Brianlambert Biz, Capella University.
Brkich M., Jeffs D.,& Carless S. A., 2002, A global self-report measure of person-job fit, European journal of Psychological Assessment, 18(1), 43-51.
Brouther, K.D., 2002, Institutional, Culture, and Transaction Cost Influences on Entry Mode Choice and Performance, Journal of International Business Studies, 33(2): 203-223.
C. Ashton and L. Morton, 2005, Managing talent for competitive advantage, Strategic HR Review Vol.4, Issue 5, p. 28–31.
Caldwell, D. F.,& O''Reilly III, C. A., 1990, Matching individual skills to job requirements, Academy of Management Proceedings, 196.
Carla. Mclean& Catherine M. Campbell, 2003, Locating Research Informants in a Multi-ethnic Community: Ethnic Identities, Social Networks and Recruitment Methods, Ethnicity & Health, Vol.8, Issue 1, p.41 – 61.
Casio, WF, 1993, Downsizing: What Do We Know? What Have We Learned?, Academy of Management Executive, Vol. 7. No.1, pp. 95-104.
Chang, U.C., 2007, Current Result isn’t everything- Failure Experience and Innovation, Business Next, Vol.160.
Chatman, J. A., 1989, Improving Interactional Organizational Research: A Model of Person Organization Fit, Academy of Management Review, 14(1), 333.
Chatman, J. A., 1991, Matching People and Organizations: Selection and Socialization in Public Accounting Firms, Administrative Science Quarterly, 36(3), 459.
Chen, S.Y., 2007, Global Integrated Enterprise- Brand New Business Model, China Times.
Chou, Ching-Yi & Chen, Guan-Hong, 2004, How to Win The War For Talent- Case Study In Biotech Related Industries of UK, Journal of Human Resource Management, 4(4), 131-154.
Clarke, R. L., 2001, Talent Management Nurtures Future Healthcare Leaders, Healthcare Financial Management: 16.
Conference Board, 1997, HR Executive Review: Implementing the New Employment.
Cohen E., & Tichy N., 1997, How Leaders Develop Leaders, Training& Development, 51 (5), 58-71.
Craig, C S; Douglas, S P; Flaherty, T, 2003, The Internet and International Consumer Markets, Journal of Internet Commerce. Vol. 2, no. 1, pp. 107-123.
D Lubinski, CP Benbow, & MJ Morelock, 2000, Gender Differences in Engineering and Inorganic Sciences among the Gifted: an Inorganic-Organic Distinction, International Handbook for Research on Giftedness and Talent.
Drinan H., 2001, the Future of HR, Workplace Visions, No.6, p1-10.
Du, N.L., 2007, Advantech Transforms to Global Integrated Enterprise; the Organization Coordinates to Four Business Groups, DIGI Times.杜念魯
Dunphy, D., Turner, D.,& Crawford, M., 1997, Organizational Learning as the Creation of Corporate Competencies, Journal of Management Development, 16(4), 232.
Eddie Blass, Ann Knights, & Angelita Orbea, 2006, Developing Future Leaders: The Contribution of Talent Management, Ashridge Business School UK, http://www.ashridge.org.uk
Engestrom Y., 1994, Training for Change: A New Approach to Instruction and Learning in Working Life, Geneva: ILO.
Francesco Guerrera, 2007, US Companies Choose: National Multinational or “A-national”, Financial Times.
Friedman, A. and Phillips, M, 2001, Leaping the CPD Hurdle: a study of the barriers and drivers to participation in continuing professional development, http://www.leeds.ac.uk/educol/documents/00001892.htm,.
Fulmer, R. M., & Wagner, S., 1999, Leadership: Lessons from the Best, Training
& Development, 53 (3), 28-32.
Gaberilla Bodnar, & Gabor Hornyanszky, 2005, Talent Development at the Budapest University of Technology and Economist, Periodica Politechnica Ser Society Management Science, Vol.13, No.1, pp.15-22.
Ghita, M., 1994, Talent Identification Models for Track Events, Modern Athlete and Coach, Vol. 32, Issue 4, p.p.37-39.
Gregg A. Lichtenstein, & Thomas S. Lyons, 2001, the Entrepreneurial Development System: Transforming Business Talent and Community Economies, Economic Development Quarterly, Vol.15, No.1, Sage Publications Inc.
Guest, D.E, 1995, Human Resource Management and Performance: A Review and Research Agenda, The International Journal of Human Resource Management, 5: 267-299.
Hambleton, A. J., Kalliath, T., & Taylor, P., 2000, Criterion-related Validity of a Measure of Person-job and person-organization fit, New Zealand Journal of Psychology, 29(2), 80.
Heneman, R., LeBlanc, P., & Reynolds, T., 2002, Using Work Valuation to Identify and Protect the Talent Pool, WorldatWork Journal, Vol.11, Third Quarter, pp.32-41.
Holland, J. L., Davis, J. A.,& Cooley, W. W., 1967, Current Psychological Theories of Occupational Choice and their Implications for National Planning, Journal of Human Resources, 2(2), 176.
Hitt, M. A.,& Barr, S. H., 1989, Managerial Selection Decision Models: Examination of Configural Cue Processing, Journal of Applied Psychology, 74(1), 53.
Hsiao, Wei-Chi & Lin, L.Y., 2007, Human Resource Organizational Structure and Functional Planning of Global Integrated Enterprise-Case Study of Advantech, Advantech GIE Taskforce.
Hsiao, Wei-Chi & Lin, L.Y., 2007, To Be End-to-End: the Change of Organization, Advantech GIE Taskforce.
Jarver, J., 1982, Do We Need Talent Identification, Modern Athlete and Coach, Vol.20, Issue 1, p.p. 7-8.
Jay R. Galbraith, 2005, Designing the Customer-Centric Organization, Center for Effective Organizations, University of Southern California, http://www2.marshall.usc.edu/ceo/teleconferences/2006_customer-centric/customer-centric-telecon.pdf, pp.2.
Jeffrey Pfeffer, 2001, Fighting the War for Talent is Hazardous to Your Organization’s Health, Organizational Dynamics, Vol.29, No.4, p.p.248-259.
Jenkins, Gladys Gardner, 1901, Helping Children Reach their Potential, Chicago, Scott, Foresman.
John L. Holland, 1985, Vocational Choice: a Theory of Vocational Personalities and Work Environments, Psychological Assessment Resources, Inc.
Joshua P. Boltz, 2006, An Integrated Philosophy for the Use of Technology to Attract, Develop, and Retain Technical Talent: Perspectives of a Young Professional and Senior Consultants, WEFTEC®, Chicago, IL, USA.
Ke, H.S., 2004, A Study of the Effects of Employee Stock Ownership Plans on Job Performance- as Illustrated by High-tech Firms in the Hsin-Chu Science-based Industrial Park, Thesis for Master of Business Administration, Department of Business Management Tatung University.
Keith Simonton, 2001, Talent Develop as a Multidimensional, Multiplicative, and Dynamic Process, Current Directions in Psychological Science, Vol.10, No.2, p.39-42.
Lado, A.A., & Wilson, M.C., 1994, Human resource system and sustained competitive advantage: A competency-based perspective, Academy of Management Review, 19(4), 699-727.
Lawler, E. E., 2000, Beyond the vision: What makes hr effective?, The Conference Board. Retrieved June 2, 2004, from http://wwwmarshall2.usc.edu/ceo/publications/pubs_pdf/g00_16.pdf
L.C. Lovato, K Hill, S Hertert, D.B. Hunninghake, J.L. Probstfield, 1997, Recruitment for controlled clinical trials: literature summary and annotated bibliography, Control Clinic Trials, vol.4.
L.E. Dumka, C.A. Garza, M.W. Roosa,& H.D. Stoerzinger, 1997, Recruitment and Retention of High-Risk Families into a Preventive Parent Training Intervention, the Journal of Primary Prevention.
Leah Reynolds, 2005, Communication Total Rewards to the Generations, Benefits Quarterly, Second Quarter.
Lee, H.W., 2007, Postwar Baby-boom Retirement is On, FTV.
Lester G. Seligman, 1964, Elite Recruitment and Political Development, The Journal of Politics, Vol. 26, No. 3, pp. 612-626.
Levitt, Theodore, 1983, Globalization of Markets, Harvard Business Review.
Lichtenstein, G., 1999, Building Social Capital: A New Strategy for Retaining and Revitalizing Inner-City Manufacturers, Economic Development Commentary, 23(3), 31-38.
Lila Waldman, & Natalie Chastukhina, 2001, Training and Development of Leaders in Top U.S. Companies, Organizational Systems Research Association Conference Preferred Presentation, Cleveland, Ohio.
Lombardo, M.M., & Eichinger, R. W., 1997), HR’s Role in Building Competitive
Edge Leaders, Human Resource Management, 36 (1), 141-146.
Lowell L. Bryan, Claudia I. Joyce,& Leigh M Weiss, 2006, Making a Market in Talent, the Mckinsey Quarterly, No.2, pp.98-109.
MA. Rusela B. Pinpin, 2004, Assessing Talent, The Issue of The Pamp Newsletter, The Official Publication of the Personnel Management Association of the Philippines.
Malcolm Waters, 1995, Globalization, New York: Rout ledge.
Mark Snyder& Berna J. Skrypnek, 1981, Testing hypotheses about the self: Assessments of job suitability, Journal of Personality, Vol. 49 Issue 2, p.193-211.
Martine Plompen, 2005, Developing Human Talents -Overview of Survey and Examples, Future Chinese Leaders.
McKinsey& co, 2004, Global Survey of Business Executive, Mckinsey& co.
Michael Quinn Patton, 2002, Qualitative Research& Evaluation Methods, Sage Publication Inc..
Mowday, Richar T. Poter, Lyman W., & Richard M Steers, 1982, Employee-organization Linkage, New York: Academic Press.
Muna Hakooz, 2000, Regulatory Leap through Talent, Telecommunications Regulatory Commission, Jordan.
Nadya K. Shmavonian, 2003, Foundation Strategies for Attracting and Managing Talent, the Foundation Center.
Nei, Hai-Ming, 2006, Emerging Trends Influencing HRM Architecture in MNCs: Viewpoints of Taiwan Subsidiaries, Thesis for Master of Human Resource Management, Institute of Human Resource Management, National Sun Yat-sen University.
Neil Howe, William Strauss, The Next 20 Years: How Customer and Workforce Attitudes Will Evolve, Harvard Business Review, Vol.13.
O''Driscoll, A., Carson, D., & Gilmore, A, 2000, Developing Marketing Competence and Managing in Networks: A strategic perspective. Journal of Strategic Marketing, 8(2), 183-196.
Prahalad C. K., & Hamel G., 1990, the Core Competence of the Corporation, Harvard Business Review, 68(3), 79.
Peltola E., 1992, Talent Identification, New Studies in Athletics, London, Vol.7, Issue.3, p.p. 7.
Peter F. Drucker, 2002, Managing In the Next Society: Beyond The Information Revolution, St. Martin''s.
Peterson, C., & Seligman, M. E., 2004, Assessment of Character Strengths, In G. P. Koocher, J.C. Norcross & S. S. H. III (Eds.), Psychologists'' Desk Reference (2nd edition). New York: Oxford University Press.
Podolske A., 2001, Tom Peter Offers His HR Strategies and a Few Swipes at the Industry, too, IOMA Pay for Performance Report, p.7-11.
Rochelle Trow, 2005, the Integration of Talent with Business Strategy in a Global Organization, Degree of Master of Science, Cranfield School of Management.
Rhodes, C. P., Stokes, M. and Hampton, G., 2004, Teacher Professional Development in Schools and Colleges: A Practical Guide to Mentoring, Coaching and Peer-networking, London: Rout ledge Falmer.
Richard Scase, 2007, Global Remix: The Fight for Competitive Advantage, Gobooks.
Robin Athey, 2005, it is 2008: Do You Know Where Your Talent Is? Why Acquisition and Retention Strategies Don’t Work, Deloitte Development LLC2005.
S. Mohrman and T Cummings, 1989, Self-Designing Organization: Learning How to Create High Performance, pp. 37, Addison-Wesley Publishing Co., Inc.
Sachs, Jeffrey, 2005, the End of Poverty, New York, New York: The Penguin Press.
Sandler, S. F., 2006. Critical Issues in HR Drive 2006 Priorities: #1 is Talent Management, HR Focus, 83(1): 1 & 13-15.
Sasha A. Barad, & Jonathan A. Plucker, 2002, Smart People or Smart Contexts? Cognition, Ability, and Talent Development in an Age of Situated Approached to Knowledge and Learning, Education Psychologist, 37(3), 165-182, Lawrence Erlbaum Associates, Inc.
Schmitt, J. 1933, Reaction Norms of Morphological and Life History Traits to Light Availability in Impatiens Capensis, Evolution, 47: 1654-1688.
Schneider, B., 1978, Person-Situation Selection: a Review of Some Ability-Situation Interaction Research, Personnel Psychology, 31(2), p.p.281.
Scott Lee, 2007, Do You Know Where Your Talent Is, Deloitte Talent Management.
Sheila L. Croucher., 2004, Globalization and Belonging: The Politics of Identity a Changing World, Rowman & Littlefield. pp.10.
Sfard, A., 1998, On Two Metaphors for Learning and the Dangers of Choosing Just One, Educational Researcher, 27(2), 4–13.
Shari Caudron, 1999, The looming leadership crisis, Workforce, Vol. 76 pp.72–9.
Shaw, Douglas G., 1990, Building Top Management Bench Strength: Succession Planning’s Challenge for the ‘90s, Human Resource Strategies for the ‘90s: A Basis for Competitive Advantage, pp.40-50.
SPARC, 2006, Talent Management Frameworks, Sports Development.
Stalk, Jr. G., 1988, Time—The Next Source of Competitive Advantage, Harvard Business Review, pp. 41-51.
Still, M., 1985, Technical Recruitment, London: New Opportunity Press.
Stuart Elliott, 2007, the Flood Begins, New York Times.
Sun, Ling-Ping, 2004, Strategic Human Resource Management for Traditional Manufacturing Industry in Taiwan, Thesis for Master of Human Resource Management, Institute of Human Resource Management, National Sun Yat-sen University.
Tim Phoenix, Joseph Rosalie, 2007, Deloitte Touche Thohmatsu and the Economist Intelligence Unit Global Survey:” Aligned at the Top.”, Human Resource Magazine.
Thomas L. Friedman, 2006, The World Is Flat, FARRAR STRAUS GIROUX.
Tong, Zhi-Xiang, 2007, The Vanishing Longitude and Latitude- Global Integrated Enterprise, IBM Forum.
Ulrich D, 1997, Human Resource Champions, Harvard Business School Press.
U.S. Department of Education, 2000, Before It’s Too Late, National Commission on Mathematics and Science Teaching for the 21st Century.
Volker Wulf and Markus Rohde, 1995, Towards an Integrated Organization and Technology Development, ACM-Press, New York 1995, pp.55- 64.
Warech M A, 2002, Competency-based Structured Interviewing at the Buckhead Beef Company, Cornell Hotel and Restaurant Administration Quarterly, 43(1), 70.
Wei, S., 2007, IT Industry Animates to Localize Global Resources and to Globalize Taiwanese Enterprise, Epoch Times.
William B. Werther,& Samuel N. Friedland, 2005, Global Deployment of Executive Talent, Human Resource Planning Society, p.20-29.
Wikipedia, 2007, Globalization, http://en.wikipedia.org/wiki/Globalization
Weng, Jing-Yu, 2007, Chasing the Tide of Talent Competition, Career Magazine, Vol. 377.
Yin, R.K, 1989, Case Study Research: Design and Method, Sage Publications.
Y. Kalfoglou & M. Schorlemmer, 2003, IF-Map: an Ontology Mapping Method Based on Information Flow Theory, eprints.ecs.soton.ac.uk
Young, M. F., & Barab, S., 1999, Perception of the Raison d’etre in Anchored Instruction: An Ecological Psychology Perspective, the Journal of Educational Computing Research, 20(2), 113–135.
Zenger, J., Ulrich, D., & Smallwood, N., 2000, the New Leadership Development, Training & Development, 54 (3), 22-34.
第一頁 上一頁 下一頁 最後一頁 top
系統版面圖檔 系統版面圖檔