| Summary: | 碩士 === 國立中山大學 === 人力資源管理研究所 === 93 === Now, private and public service industries accounted for 68%GDP. It''s almost the same as developed countries. Further, the service industries will be more and more
important in Taiwan. Because, a service marketing and management filed has evolved that views the management of service firms differently from the management of manufacturing firms, the HRM of service industries is also different from that of manufacturing firms.
In this article, I propose that “HR practices” would yield increased“organization performance",and get increased “organization performance”through the fit of
“corporate strategy”.
In this article, the questionnaires were summarized the studies about HRM practice and corporate strategies in the service. Then, I implemented the empirical survey. The sample were the service firms that having sustainable competitive advantage. The survey had a response rate of 29 per cent, with a useable sample of 80 establishments. I examine the data using hierarchical regression, ANOVA analysis.
In the article, the empirical survey shows that:
1. HR practices in service firms are of seven factors: (1) self-directed team operation (2) To use technologies or software to support employees''s tasks. (3) To value employee security (4) multiple and elaborate assessment policy (5) the selection of preferring the candidates that having high skills and knowledge. (6) To value the
training, coaching and mentoring. (7) The incentive policies depend on the performance.
2. There is a positive relationships and effect between HR practices and organization performance.
3. Differences of human resource management practices due to the differences of organization performance.
4. The corporate strategy has the moderating effects on the relationship between human resource management practices and organization performance.
The main contribution of this article is that I try to discover the relationship between HR practices and organization performance through the two perspectives:
universalistic perspective and contingency perspective. I find out the core HR practices and the HR practices that fit the corporate strategy.
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