在台外商企業人力資源管理策略之比較研究

過去研究結果顯示組織投入資源在策略性人才管理系統的作為，可以具體有效地提高組織績效，更可以提高組織內部人才執行力、技術能力、知識能力等人力素質；現今最新的國際化人力資源趨勢逐漸形成將人力資源專業人員轉向為應具備多元化角色的事業夥伴，一個具有執行力的人力資源事業合作夥伴，能夠成為企業管理者在人力資源的所有活動方面的火車頭。目前策略性人力資源管理少有研究策略性工作說明、招募甄選、績效評估、薪酬與福利、職能訓練、職涯發展等人力資源策略活動之整合研究，而其中專注於探討在台外商企業之人力資源管理策略方面的研究更是付之闕如。本研究以專注於在台外商企業人力資源管理策略之整合研究，進行研究目的核心議題設定如以下三點為: 一、探討策略性人力資源管理活動之實務運用。二、歸納在台外商從母公司文化及制度移植到子公司一直到本土化策略的方式。三、探討策略性人力資源管理對組織績效之影響。研究結果發現如下：一、全球職缺全面性對內開放有助於在台外商企業更有效的運用全球人才。二、高階主管對員工英文能力培養的強烈支持以因應國際化。三、因應全球人才的快速移動建構全球連結之薪資架構標準。四、完整的知識管理可將母公司策略及文化複製移植至子公司有助提升組織績效。五、母公司應採漸進式的移植策略到關鍵詞:人才管理、知識管理、人力資源事業合作夥伴、策略性人力資源管理子公司有利整合過程順利進行。六、完整的策略性人力資源管理是在台外商企業最重要的基礎。七、依國籍與企業文化集中資源建構成功的人力資源活動較可提升組織績效。

關鍵字

人才管理；知識管理；人力資源事業合作夥伴；策略性人力資源管理

並列摘要

The studies in the past showed that organizations input resources in strategic talent management system can be a effective and specific way in improving organizational performance, but also help talents to improve the execution, technical skills, knowledge and other human qualities within the organization; nowadays the latest trends in international human resources shows that HR professionals will gradually shift to the role of the diversified business partner, and an human resources business partner with execution ability be able to become the engine of all activities of human resources for the executives. At present, there are few studies of strategic human resource management for the comparison of six human resources strategy, such as strategic job description, recruitment, performance appraisal, compensation and benefits, functional training, career development, and it is much more lacking in exploring the human resource management strategies for foreign enterprises in Taiwan. This study is focused on the comparative study of Taiwan Foreign Enterprise Human Resource Management Strategies, and set the following three points as core issues of research purpose as below: 1. To explore the business practice of strategic human resource management activities. 2. Summarized the migration of culture and system from the Home Country to the Host Country until the localization. 3. Investigate the influence of strategic human resource management on organizational performance. Major findings of the study as below： 1. The global job openings are open to company employee internally can help foreign-invested enterprises in Taiwan more efficiently use of global talent. 2. The strong support of improving employers’ English ability from the executives to align with internationalization. 3. In response to fast-moving global talent to construct a standard of salary structure with global linkage. 4. Complete knowledge management strategy and culture can be copied from the Home Country to the Host Country for enhancing organizational performance. 5. The Home Country should adopt gradual migration strategy to the Host Country for helping to integrate processes smoothly. 6. Complete strategic human resource management is the most important foundation of foreign-invested enterprises in Taiwan. 7. According to the nationality and the construction of enterprise culture resources successful human resources activities could enhance organizational performance.