(54.236.58.220) 您好!臺灣時間:2021/03/09 16:52
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
: 
twitterline
研究生:李佳羚
研究生(外文):Chia-Ling Li
論文名稱:人力資源系統轉型之研究—L 製造業公司個案研究
論文名稱(外文):The Study of Human Resource System Transformation-The Case of L Manufacturing Company
指導教授:陳世哲陳世哲引用關係
指導教授(外文):Hwang San-Yih
學位類別:碩士
校院名稱:國立中山大學
系所名稱:管理學院高階經營碩士學程在職專班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2018
畢業學年度:106
語文別:中文
論文頁數:54
中文關鍵詞:經營策略企業轉型人力資源管理策略性人力資源管理
外文關鍵詞:Human Resources ManagementStrategic Management on Human ResourceBusiness StrategyEnterprise Transformation
相關次數:
  • 被引用被引用:0
  • 點閱點閱:126
  • 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:0
  • 收藏至我的研究室書目清單書目收藏:0
企業轉型對台灣多數企業主來說,是為求企業永續生存不得不為之的一條路,然而,在轉型的過程中,企業就像汪洋大海中的一艘船,經營者扮演著船長的角色,如何找出最適的航線(策略),讓船能安全且在有效時間靠岸很重要;如何找適任的船員,並透過有效的管理與指派調度(策略性人力資源),也是另一個重要的課題。
本研究以文獻整理探討、個案研究法、深度訪談的方式,探討L公司在人力資源系統轉型上面臨的困境並提供建議,以供L公司在組織與人力配置、招募聘僱、績效考核、教育訓練、職涯發展等人力資源系統轉型推展上的參考。
For most of the enterprise owners, enterprise transformation is a “must” for enterprise sustainability. However, during the transformation, the enterprise is like a cruise ship sailing the sea. The top manager is the captain, who decides the best sailing route, which is the corporate strategy, so that the cruise ship can land safe and on time. In addition, to find suitable sailors, and manage them and assign tasks effectively(Strategic Human Resources Management), those are other important issues.
This thesis is investigating issues and difficulties that L company faced during HR system transformation. Through the literature review, case study, and staff-interview, the suggestions have been proposed to L company in terms of human resource allocation, recruiting, performance review, training and career development, as a reference for HR system transformation.
論文審定書 i
誌 謝 ii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 個案公司介紹及產業現況 4
第一節 個案公司介紹 4
第二節 產業現況 11
第三節 我國工程產業赴海外發展情形 15
第四節 小結 17
第三章 文獻探討 18
第一節 企業轉型 18
第二節 我國中小企業轉型與發展 21
第三節 策略性人力資源管理 22
第四章 研究設計 28
第一節 研究架構 28
第二節 研究方法 29
第五章 個案公司訪談分析 32
第六章 結論與建議 35
參考文獻 38
一、中文
行政院公共工程委員會(2017).工程產業全球化推動方案(政策白皮書)
吳秉恩、黃良志,人力資源管理:理論與實務(二版),華泰文化
李隆盛, & 黃同圳. (2000). 人力資源發展. 台北: 師大書苑.
李義昭.(2012).「人力資源管理、組織效能與組織變革之關係探討」,中華管理評論國際學報,15卷1期:1~16頁。
周佩萱. (1993). 試析我國中小企業轉型困境.
周佳欣. (1997). 台灣中小企業策略性轉型之研究. 未出版之碩士論文, 私立東吳大學企管研究所, 台北市.
周萍芬、蔡亞純.(2004).「企業對員工薪資管理制度之影響–個案公司為例」,遠東學報,21卷1期:1~6頁。
周瑛琪,人力資源管理:跨時代領航觀點,全華圖書股份有限公司
林文政、陳慧娟、王湧水,薪資制度與管理,國立空中大學
孫本初, & 傅岳邦. (2010). 策略性人力資源的管理與發展. 國家文官學院 T&D 飛訊.
徐聯恩. (1996). 企業變革系列研究. 華泰書局發行.
陳明璋. (1990). 企業贏的策略: 掌握成功的四項關鍵: 經理人, 接棒, 轉型, 創新.
詹中原.(2007).「組織變革之因應」,國家政策研究基金會
管倖生、阮綠茵等.(2006).設計研究方法,全華圖書股份有限公司
劉宜真、劉念琪,利益分享制度之推行—引用 Bolman & Deal 組織變革觀點
諸承明、戚樹誠、李長貴.(1998).我國大型企業薪資設計現況及其成效之研究-以「薪資設計四要素模式」為分析架構,輔仁管理評論,5卷1期:97-116頁。
賴進林. (2001). 我國中小企業轉型的個案研究, 國立中山大學人力資源管理研究所碩士論文.
薛良田. (2011). 中小型工程製造業轉型策略分析-以 A 公司為例(Doctoral dissertation, 撰者).
謝安田. (1992). 企業管理. 台北: 五南圖書出版公司.
江綿綿.(2017). 影響台灣中小企業第二代經營關鍵成功因素之探討-企業轉型觀點
盧永昌.(2008). 企業轉型策略之研究-以勝華收購瀚宇彩晶生產線為例


二、英文
Arthur,J. B. (1992) The link between business strategy and industrial relations systems in American steel minimills. lndustrial and Lαhor Relations Revie 45:488-506.
Baird L.,&Meshoulam, I. (1998). Managing two fits of strategic human resource management. Academy of Management Review 13: 116-128.
Barney, J.(1991). Firm resources and sustained competitive advantage. Journal of Management. 17:99-120.
Boxall, P. & Purcell, J. (2003). Strategy and Human Resource Management. Basingstoke and New York: Palgrave Macrnillan.
Brown,S. T. & Duguid,P.(1991).0rganisational Learning and Cornmunities-of ---Practice: Toward a unified view of working,learning,and innovation. Organizational Science,2(1): 40-57.
Conner K. R. (1991). A historical perspective of resource sed theory and five schools of thought within industrial organization economics: Do we need a new theory ofthe firm? Journal of Management 17:121-154.
Cowherd, D. M. & Levine D. I. (1992). Product quality and pay equity between lower-level employees and top management:an investigation of distributive justice theory. Administrative Science Quarterly, 37:302-320.
Delery,J.E. &Doty, D. H. (1996). Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic Contingency and Configurational Performance Predictions. Academy ofManagement Journal 39 (4): 802-835.
Greer, C. R. (1995). Strategy and human resources: A general managerial perspective. Prentice Hall.
Guest D. E. & Hoqu, K.(1994). The good, the bad and the ugly: Human resource management in New Non-union establishments. Human Resource Management Journal 5(1): 1-14.
Guest D.E. (1995). Human resource management and performance: a review and research agenda. The International Journal of Humαn Resource Management 5: May267-299.
Husefid,M. K. (1995). The impact of human resource management practices on turnover productivity, and corporate fmancial performance. Academy of Management Journ38 (3): 635-672.
Jackson S. E. & Schuler R. S. (1995). Understanding human resource management in the context of organizations and their environments. Annual Review of Psychology. 46,237-264.
Kilmann, R. H., & Covin, T. J. E. (1988). Corporate transformation: Revitalizing organizations for a competitive world. Jossey-Bass.
Lengnick-Hall, C. A., & Lengnick-Hall, M. L. (1988). Strategic human resources management: A review of the literature and a proposed typology. Academy of management Review, 13(3), 454-470.
Levy, A., & Merry, U. (1988). Organizational transformation: revitalizing organization for a competitive world. Jessey-Bass Inc.
MacDuffie J. P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the wor1d auto industry. Industrial and Labor Relations Review 48: 197-221.
Marchington, M. & Grugulis, I. (2000). ‘Best practice'' human resource management: Perfect opportunity or dangerous illusion? International Journal of Human Resource Management, 11(6): 1104-1124.
Miles R. E. & Snow C. C. (1978). Organizational Strαtegy, Structure and Process.New York: McGraw-Hill.
Milkovic,G. T., Gerhart B. & Hannon, J. (1991). The effects ofresearch and development intensity on managerial compensation in large organizations. Journal of High Technology Management Research 2:133-150.
Olian,J. D. & Rynes S. L. (1984). Organizational staffmg: integrating practice with strategy. Industrial Relations,23: 170-183.
Pfeffer J. (1998). The Humαn Equation: Building Profits by Putting People First. Boston : Harvard Business School Press
Pfeffer , J. (1994). Competitive Advantage Through People Boston Mass: Harvard Business School Press.
Porter M. E. (1985). Competitive Advantages: Creating and Sustα,ining Superior Performance.New York: The Free Press.
Schuler , R. & Jackso, S. (1987). Linking competitive strategies and human resource management practices. Academy of Management Executive 1(3): 207-219.
Shaheen,G. T. (1994). Approach to transforrnation. Chief Executive March: 2-5.
Slocum,J. W., Cron W. L ., Hansen R. W. & Rawlings , S. (1985). Business strategy and the management of plateaued employees. Academy of Management Journal 28:133-154.
Snell S. A. & Dean Jr. J.W. (1992). Integrated Manufacturing and Human Resource Management: A Human Capital Perspective. Academy of Management Journal 35:467-504.
Snell S. A. Youndt M. A&.,Wright P. M. (1996). Establishing a framework for research in strategic human resource management: merging resource theory and organizational learning. Personnel and Human Resources Management 14,61-90.
Sonnefel,J. A. & Peiperl M. A. (1988). Staffing policy as a strategic response: A typology of caeeer systems. Academy of Management Review, 13(4): 588-600.
Ulrich, D., & Lake, D.(1990). Organizational capability: Competing from the inside out. New York: Wiley.
Wernerfelt, B. (1984). A resource‐based view of the firm. Strategic management journal, 5: 171-181.
Wright P. M., Dunford,B.B. & Snell S. (2001). Human resources and the resource-based view of the firrn. Journal of Management 21(4): 701-721.
Wright P. M.,McMahan G. C. & McWilliams A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. International Journal of Human Resource Management,5(2): 299-324.
Wright, P. M. & Mc Mahan, G. C. (1992). Theoretical Perspectives for Strategic Human Resource Management. Journal of Management 18(2): 295-320.
Youndt, M. A., Snell, S. A., Dean Jr, J. W., & Lepak, D. P. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of management Journal, 39(4), 836-8
三、網路
工業技術研院,2018,市場產業情報,https://www.itri.org.tw/chi/Content/NewsLetter/contents.aspx?SiteID=1&MmmID=5000&MSID=777752257610473633
中華經濟研究院WTO電子報,2009,初探我國營建服務業國際化之發展,http://web.wtocenter.org.tw/file/newsletter/OrderNewsletter/wtoepaper/article185.htm
台灣鋼鐵業之產業分析-以燁興鋼鐵為例,http://www.feu.edu.tw/adms/aao/aao95/jfeu/21/210311.pdf
石化業定義與範疇,https://www.pipo.org.tw/about/
研究方法-訪談法 Interview Method,2008, https://chuvali.tian.yam.com/posts/18350653
產業經濟統計簡訊, https://www.moea.gov.tw/Mns/dos/bulletin/Bulletin.aspx?kind=9&html=1&menu_id=18808&bull_id=3224
新南向「公共工程」潛力領域工作計畫,行政院公共工程委員會,https://www.newsouthboundpolicy.tw/Content/upload/editor/otherfiles/公共工程.pdf
管理知識中心,激勵性薪資制度之設計,https://mymkc.com/article/content/21368
臺灣煉油石化工業發展與未來展望, http://www.cie.org.tw/khc/magaz100Y/9--臺灣煉油石化工業發展與展望.pdf
薪資制度與管理, http://www106.nou.edu.tw/~dpa/400313.pdf
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
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