海峽兩岸人力資源資訊系統應用與非財務的組織績效關係之研究

A Study of Relationships between the Use of Human Resource Information System (HRIS) and Non-Financial Organizational Performance in Mainland China and Taiwan

龔瑞維(Rue-Wei Gong)

《管理科學與統計決策》 4卷2期 (2007/06) Pp. 27-54

https://doi.org/10.6704/JMSSD.2007.4.2.27

摘要

人力資源資訊系統(Human Resource Information System；HRIS)在功能上不僅可以協助組織進行管理策略與企業整體規劃決策的執行，其在企業的地位也已經由資料的儲存、取得功能，逐漸發展成為一種重要的策略規劃工具以期使人力資源能成為企業經營的重要資源之一，因此人力資源管理資訊化已成為企業未來營運上的致勝關鍵因素。故本研究的主要目的為探討兩岸HRIS 資訊化程度、滿意度與組織績效之關係。本研究針對海峽兩岸上市公司進行全面調查，大陸寄發1336份問卷，回收有效問卷106份，臺灣寄發692份問卷，回收有效問卷174份。本研究之研究變數包括：HRIS資訊化的程度、HRIS子系統使用滿意度、HRIS整體使用滿意度、HRIS重要性的認知、HRIS決策支援系統、非財務構面的組織績效；透過以上六個變數，可以瞭解HRIS資訊化程度對於使用滿意度和非財務構面的組織績效之關聯性。以問卷調查法進行統計分析。主要研究發現為：
1.HRIS建構為七大子系統加上（核心行政管理、員工訓練、人力資源規劃、招聘錄用、薪資管理、績效評估、溝通協調）『決策支援系統』是適當的。
2.海峽兩岸對於HRIS資訊化的程度越高將使非財務構面的組織績效越高。

關鍵字

人力資源資訊系統 ； 組織績效 ； 海峽兩岸

並列摘要

HRIS (Human Resource Information System) not only can help execute the organizational strategy and its whole plan, but also is an important method for establishing strategy. And that the use of HRIS makes the human resource rise to one of key resources. So building the HRIS is the key decisive-factor for whether to win or not in the competition. This paper tries to find the relationship of the organizational performance and the HRIS' using degree and satisfaction. We investigated almost all the public companies in Mainland China and Taiwan. We sent off 1336 questionnaires in Mainland China, and had 106 questionnaires returned; 692 questionnaires in Taiwan and 174 questionnaires were back. This variety of the study: (1) HRIS' using degree; (2) Every part of HRIS' using satisfaction; (3) HRIS’ satisfaction; (4) HRIS' cognitive importance; (5) HRIS' Decision-Supporting System; (6) Organizational performance; we try to those mentioned above to find the relationship of HRIS' using degree and using satisfaction and organizational performance. We use the method of questionnaire for statistical analysis. The primary discoveries are as follow: 1. HRIS (Chain of command, Employee's training system, Human Resource planning, Recruit, Compensation management, performance access, Communicate) has seven parts, and the newly-added Decision Supporting System is available. 2. Mainland China's and Taiwan's companies all recognize this judgment that the higher degree of HRIS' using will make better non-financial organizational
performance.

並列關鍵字

Human Resource Information System ； Organizational Performance ； Mainland China and Taiwan

參考文獻

Laudon, K.C.,Laudon, J.P.(2000).(Management Information Systems Organization and Technology in the Networked Enterprise).

周宣光譯。管理資訊系統－網路化企業中的組織與科技。臺北:東華書局。

賴順應(1998)。網路組織下人力資源資訊系統之研究。中央大學人力資源管理研究所。

李誠、鄭晉昌(2000)。人力資源管理的12堂課。臺北:天下文化。

Ulrich, Dave.、李芳齡譯(2001)。Human Resource Champion。臺北:商周出版社。