| Summary: | 碩士 === 東吳大學 === 企業管理學系 === 93 === The research defined the effectiveness of Human Resources Management in terms of HR service importance and effectiveness, HR roles effectiveness and HR contributions effectiveness. Then, the researcher conducts two parts of analysis. First, compare the perceived difference of Human Resources Management effectiveness between Line and HR Executives’, which were applied to the independent samples 74 companies (61 HR and 203 Line executives). The next, studied and proved the antecedent of Independent Variables, which were applied from the 47 companies 180 samples, which were collected from HR and Line Executives questionnaires within one company, to conduct the Pair-Samples T test.
The result from the first part study, in Independent samples, this analysis revealed a significant difference between two groups on the effectiveness of roles, service, and contributions, meanwhile, HR rating are all higher than Line executives. As the result of rating, Line and HR executives agreed with regard to fulfill HR services is the best role, but the least effectiveness fulfilling Change Consulting and Developing Organization Skills and Capabilities’ roles; The rating of importance of various service, two groups perception did not have big difference, but the service effectiveness, only equitable compensation system that controls costs and maintain HR programs provide to support the business partners & line executives to ensure compliance with legal regulations are the best HR service ; The rating of effectiveness of HR contributions, the best contributions are providing useful & timely information regarding HR issues and very responsive to meet customer (Line executives and employees) needs, but providing value-added contributions to the firms’ bottom line, building / maintaining the firm’s core competence, and helped to enhance the firm’s competitive position, are low effectiveness. In pair-samples analysis result are proved again and reinforcement the two groups within the same company, their perception about Human Resources Management effectiveness is very significant difference.
The result from the second part study, there are three antecedent of independent variables, proved to know (1) General Environment factors, only the higher degreed of firm’s globalization, the higher level of HR Department in the organization, and (2) Line and HR executives’ interactive factors, the higher degreed of trust, the more smooth of communication and the higher degreed of interdependence, those factors can make two groups perceived difference are smaller. But (3) The firm’s specialty (size, industry category and capital resources), would not affect two groups perceived difference.
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