| Summary: | 碩士 === 國立交通大學 === 管理科學學程碩士班 === 91 === Abstract:
The perspective of a business is to operate it for a long
term. In order to achieve this concept, all the team members
should constantly enhance their abilities needed for their
work. The focus of human resources management for business is
to gather a group of people who have given the same goal and
further maximize their effectiveness by implementing the most
suitable manpower plan on them so that they can accomplish
their task promptly. Thus, achieving the goal is an
objective. Gathering the people who have the same goal is a
process, and human resources management is a way to link them
together.
A good human resources management can shorten the linking
process, and achieve the goal with less time consuming. Of
course, the value as well as the competitiveness of the
business will be distinguished on the market.
The purpose of this study is to explore the connection
between business culture, human resources management and
organization change between Taiwan high-tech company and
traditional corporation. Two research instruments are used for
this study. One is in-depth interview. In-depth interview is
the main instrument used to discover the relationships among
these research variables in the two different types of
companies. The other is documentation of company’s, such as
company reports, documents, and files.
The results are listed as below:
(1)The human resources management can highly affect business
culture and organization change. The management of company
should integrate the three elements systematically.
(2)For personnel management, the company with the entralization
can quickly respond to a variety of environments, but
simultaneously will get a high turnover rate. Conversely,
the company with autonomy management has a lower turnover
rate.
(3)The difference between theory and practice is that practice
will not use the single Human Resources Management theory to
manage a company. Most of companies use multifarious
theories to manage their business. However, the scholars
belong to different Human Resources Management sects. They
only development their own theories.
(4)The main function of Human Resources Management in
rganization Change is to accelerate the circulation of
information, and to create a new Business Culture.
(5)The business implementing Strategy Human Resources
Management theory usually focuses on business
accomplishment, and emphasizes on results and performance.
(6)The business implementing the terminal Human Resources
Management theory usually focuses on employee training
programs, and emphasizes on broadening training process and
labors’ diligence.
Keyword : Business Culture, (Strategy) Human Resources
Management ,Organization Change, Personnel
Management.
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