人力資源規劃與生產效率向上研究~以某日商公司為例~

The Research of Human Resource Planning with Productivity Efficiency Improvement ~A Case Study of Japanese Firm~

李萬結(Wan-Chieh Li)

指導教授 ： 林霖

國立暨南國際大學/管理學院/經營管理碩士學位學程在職專班/碩士(2015年)

摘要

隨著全球經濟環境的快速變化及知識經濟時代的來臨，曾經是台灣引以為傲的降低成本、分散風險、地理位置適中等優勢，正快速地流失中。但人力資源是企業最寶貴的資產，也是企業競爭力的關鍵。因此活用資訊科技，導入人力資源育成系統，提高人力資源規劃的效率，並將成果反應到組織績效，是當前企業經營的重要課題。
本研究的目的，根據相關學者的文獻，採用質性研究的個案研究法，探討個案C公司在人力資源育成系統導入後，提高人力資源管理對於生產效率向上及品質提升的影響效果。對其他企業在其人力資源規劃上或許也能提供更精準的參考方向。
根據本研究的實證發現，個案日商在終身雇用制度崩壞、日圓快速貶值、勞動人力招募困難的經營困境下，藉由系統導入，確保了全球的競爭優勢，以及維持營收的持續成長。至於對於组織績效的影響如下：
一.生產效率向上：透過多能工養成、活用工程履歷管理，人才資料庫的共享，減少生產效率低下發生，對企業生產性向上有明顯助益。
二.品質改善：將工程依技能專長分門別類，藉由工程別經驗資格、教育認證制度的建立，掌握全工程的品質水準，對品質改善的效果相當明顯。
三.多能工育成：完善中、長期人才育成計畫的規畫，避免計劃跟實務上的差距，有效的提升企業的人力資源績效。

關鍵字

人力資源育成系統 ； 人力資源管理 ； 組織績效

並列摘要

Along with the rapid of the global economy environment and the approach of the knowledge¬-based economy times, Taiwan is rapidly running off in advantages of low cost, risk diversification and superior geographic location etc. Human resource is not only the most precious property but also the key of enterprise competence. Therefore, utilization of information technology to introduce human resources management system for improving the efficiency of human resource planning, and then the reaction to organizational performance, is an important subject of business.
The purpose of this research, according to the relevant academic literature. In this research use of Qualitative Research Method to investigate the cases of C company, about human resources management systems to import and improve human resource management for productivity and quality improvement upwards affect the results. Probably it can also provide more precise reference directions in human resource program to the other enterprises .
According to empirical findings of this research, the financial of Japanese company is difficulties for lifetime employment system collapses, depreciation of the yen, and labor manpower recruitment difficult. By means of importing the system to ensure global competitive advantages, and to maintain growth of revenue.
For the impact on organizational performance as follows;
First, productivity improvement;
Through training Multi-skilled workers, utilizing engineering resume management, and sharing database if personal professional skills, to reduce production inefficiencies occur, on the production of a significant upward is helpful.
Second, quality improvement;
For different category special skills for each engineering areas, to establish experience
and qualifications for engineering education accreditation system, to take control with whole engineer quality level, the quality improving effect will be obviously.
Third, human resource management improvement;
To build up the perfect medium-term and long-term comprehensive training system for Multi-skilled workers. The system have to avoid the gaps between plan and practice, then effectively enhance the performance of corporate human resources.

並列關鍵字

human resources management systems ； human resources management ； Organizational performance

參考文獻

一、中文部分

1.丁志達（2005）。人力資源管理。台北：揚智。

2.吳秉恩（1999）。分享式人力資源管理。台北：翰蘆圖書出版有限公司。

3.李長貴（2000）。人力資源管理－組織的生產力與竸爭力。台北：華泰文化事業公司。

4.林水木（2010）。國民小學行政組織運作、人力資源管理和創新經營關係之研究。國立台中教育大學教育學系博士學位論文。