The Research on the Relationship Between Human Resource Policy and Business Performance in Manufacturing Industry---The Human Resource Flexibility View

• Main Authors: Richard, Chung-Kung Liu, 劉中鋼
• Other Authors: Jason, Heh Huang
• Format: Others
• Language: zh-TW
• Published: 1999
• Online Access: http://ndltd.ncl.edu.tw/handle/16726718540977549497

碩士 === 國立中山大學 === 企業管理學系 === 87 === Being in the fast-changing environment, corporations usually face high uncertainty. The best strategy of keeping survive is being flexible. Human resource is the most important resource in an organization, and human resource management is one of the most important business functions in a corporation, so it is critical to realize the relationship between human resource policy and business performance. The main purpose of this research is to find out the relationship between human resource policy and business performance from the human resource flexibility view. Questionnaires are sent to 100 corporations out of the 1000 largest corporations in the manufacturing industry. Data is processed with the statistic software SPSS. The results of this research indicate that: 1. Smaller corporations have larger wage difference in the same wage level than larger corporations. 2. Younger corporations define rules more specifically and encourage innovation more seriously than elder corporations. 3. Electronics-and-information industry is more human-resource-department-oriented than non-electronics-and-information industry. 4. High department autonomy has positive impact on both the profit/assets ratio and the profit/net-worth ratio. 5. Training encouragement has positive impact on both the profit/assets ratio and the profit/net-worth ratio in the electronics-and-information industry. 6. In the non-electronics-and-information industry, emphasizing professional knowledge has negative impact on the profit/assets ratio; and large wage difference in the same wage level has positive impact on the profit/assets ratio. 7. For elder corporations, high autonomy of human resource department has negative impact on the profit/assets ratio.