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研究生:侯又甄
研究生(外文):Yu-Chen Hou
論文名稱:以人員能力成熟度模式為基礎建構勞動力之形塑
論文名稱(外文):The People Capability Maturity Model for Shaping the Workforce
指導教授:盧昆宏盧昆宏引用關係董玉娟董玉娟引用關係
指導教授(外文):Kuen-Horng LuYu-Chuan Tung
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:89
中文關鍵詞:人員能力成熟度模式能力成熟度模式勞動力
外文關鍵詞:people capability maturity modelcapability maturity modelworkforce
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人才的羅致與運用是一家公司永續經營的重心。招募、徵選、配置是人力資源管理(human resource management, HRM)功能中最基礎的任用專業內容。但如何把這些專業內容予以匯整成一套有步驟的系統,使企業能將人員能力整合發揮,藉此改善組織能力,最終能促進組織持續勞動力創新? 在本研究中嘗試藉由美國卡內基美隆大學軟體工程研究所(Carnegie Mellon University Software Engineering Institute, CMU/SEI)的「人員能力成熟度模式 2.0版(people capability maturity model, P-CMM 2.0)」中針對組織人員能力開發流程之評估系統,說明組織如何運用人員的能力以形塑組織整體能力。由於國外已有大型企業進行P-CMM這方面的研究並有實行成果的累積,反觀國內HRM學界對其中的涉獵仍付之闕如。
由於SEI的P-CMM模式內容非常繁複且評估方式不一定適合全盤導入國內大部分多屬中小型企業的環境,因此本研究主要目的是建構一個「組織形塑勞動力之成熟度評估模式」,提供國內業者在HRM上持續改善與提昇組織能力成熟度時之參考準則,同時也讓HRM從業人員進行任用、勞動力規劃等專業活動時,可依據其評估準則,作為規劃實務的參考。
本研究在文獻分析時,首先介紹P-CMM的「流程成熟度架構」觀念與所使用之能力成熟度模式(capability maturity model, CMM)方法論(methodology),再依從本研究欲探索之主題-組織勞動力形塑,結合HRM文獻中關於管理勞動力之實務(任用、勞動力規劃、組織能力管理、持續勞動力創新),建構出組織形塑勞動力之成熟度流程內容。
Talented staffs’ employment and utilization are always the core points in the enterprise management. Staffs’ recruitment, selection, and placement are the most specialized foundation in the HRM function. But how to collect these specialized contents in a system which has the steps, enable the enterprise to command the talented staffs’ ability, display in the organizational capability improvement, and promote the organization’s workforce to innovate continuously? The research try to follow the people capability maturity model 2.0 (P-CMM 2.0), proposed by Software Engineering Institute (SEI) at Carnegie Mellon University (CMU), U.S.A., explained the organization how to organize the staffs' workforce and shape the organizational capability. Because the foreign major industries have implemented P-CMM and accumulated the achievements, however, our domestic HRM research community is lacking and dating little work in the new issue.
Because the P-CMM content is very complex, and the appraisal ways don’t necessarily fit to our small and medium-sized enterprises in the domestic environment, therefore the main objective of this thesis is to build up a domestically tailoring maturity model for shaping the workforce, provides the domestic entrepreneurs the guidance on how to continuously improve the capability of improving workforce by HRM practices, and the reference for the HR employee on the workforce planning activities and practices.
During literature exploration phase, first introduce the process maturity construction in the P-CMM and the CMM(capability maturity model) methodology, comply this research subject - shape the workforce, integrate the practices about the workforce management in the HRM literature, reconstruct the process context of the capability maturity model for shaping the workforce.
目 錄
摘要----------------------------------------------------------- i
Abstract------------------------------------------------------- ii
誌謝----------------------------------------------------------- iii
目錄------------------------------------------------------------ iv
表目錄---------------------------------------------------------- vi
圖目錄---------------------------------------------------------- vi
第壹章 緒論---------------------------------------------------- 1
1.1 研究動機與研究目的---------------------------------------- 1
1.2 研究架構------------------------------------------------ 3
第貳章 文獻回顧------------------------------------------------ 4
2.1 人員能力成熟度模式(P-CMM)------------------------------- 4
2.1.1 人員能力成熟度模式的理論基礎------------------------------- 5
2.1.2 人員能力成熟度模式的結構要素------------------------------- 5
2.1.3 人員能力成熟度模式的矩陣架構------------------------------- 19
2.2 人力資源管理實務----------------------------------------- 22
2.2.1 任用---------------------------------------------------- 22
2.2.2 勞動力規劃---------------------------------------------- 26
2.2.3 組織能力管理--------------------------------------------- 29
2.2.4 持續勞動力創新------------------------------------------- 33
2.3 人員能力成熟度模式與人力資源管理的關連性-------------------- 36
第參章 研究方法------------------------------------------------ 39
3.1 研究方法------------------------------------------------ 39
3.2 研究架構------------------------------------------------ 41
3.2.1 本研究觀念性架構----------------------------------------- 42
3.3 研究步驟------------------------------------------------ 43
3.3.1 研究情境------------------------------------------------ 43
3.3.2 能力成熟度模式之方法論------------------------------------ 45
3.3.3 人員能力成熟度模式的組織勞動力形塑-------------------------- 47
第肆章 勞動力成熟度之流程建構------------------------------------ 49
4.1 建構P-CMM之任用流程-------------------------------------- 49
4.2 建構P-CMM之勞動力規劃流程--------------------------------- 54
4.3 建構P-CMM之組織能力管理流程------------------------------- 61
4.4 建構P-CMM之持續勞動力創新流程----------------------------- 66
4.5 形塑勞動力層級間的進階關係-------------------------------- 71
第伍章 結論與建議----------------------------------------------- 74
5.1 結論---------------------------------------------------- 74
5.2 論文自評------------------------------------------------ 75
5.3 後續研究建議--------------------------------------------- 76
參考文獻 ------------------------------------------------------- 77
附錄A ------------------------------------------------------- 82
附錄B ------------------------------------------------------- 84
附錄C ------------------------------------------------------- 86
附錄D ------------------------------------------------------- 88


表 目 錄
表2.1 人員能力成熟度模式的流程領域------------------------------- 12
表2.2 人員能力成熟度模式矩陣架構--------------------------------- 20
表4.1 任用流程之方法論----------------------------------------- 50
表4.2 勞動力規劃流程之方法論------------------------------------ 55
表4.3 組織能力管理流程之方法論---------------------------------- 61
表4.4 持續勞動力創新流程之方法論--------------------------------- 67
圖 目 錄
圖2.1 人員能力成熟度模式的結構---------------------------------- 6
圖2.2 人員能力成熟度模式的五個成熟度層級------------------------- 7
圖2.3 第二級成熟度六項流程領域間的關係--------------------------- 13
圖2.4 第三級成熟度七項流程領域間的關係--------------------------- 14
圖2.5 第四級成熟度六項流程領域間的關係--------------------------- 16
圖2.6 第五級成熟度三項流程領域間的關係--------------------------- 17
圖3.1 研究架構圖----------------------------------------------- 42
圖3.2 HRM與P-CMM之關連矩陣圖----------------------------------- 44
圖3.3 能力成熟度模式架構圖-------------------------------------- 47
圖3.4 形塑組織勞動力的成熟度層級--------------------------------- 48
圖4.1 組織能力發展之階層概念------------------------------------ 72
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