| Summary: | 碩士 === 國立屏東商業技術學院 === 經營管理研究所 === 97 === A business in globalization competition, the beginning abundance of Human Resource is importance, the academia circles and industrial circles about to: Human Resources Management, Human Resources Department and Human Resources Manager are have numerous discuss. However, to study Human Resources Role change through Organizational Life Cycle is not many. Moreover the Compensation System in Human Resources Management function, a good Compensation System may attract the outstanding employees and to invigorate employees, helps the enterprise to continue forever living. In fact, different a stage of Organizational have different contend, therefore the Organizational a demand on Human Resources Role is different, for understanding the Human Resource should play what kind of role separately in Organization Life Cycle various stages, and different Organizational Life Cycle about effect for Compensation System have any influence. ours study aimed the effects of Human Resources Manager Role and Human Resources Department and Compensation System in the different Organization Life Cycle on Organization Performance.
Object of research is First 500 big firms in Manufacturing industry in Taiwan, the method is questionnaire survey, the questionnaire is send by post to Object of research, answer by Human Resources Manager, Altogether recycles 67 questionnaire, and effective questionnaire have 60, the effective returns-ratio is 12%, use the hierarchical regression analysis to data. findings to discover Strategy partner & Change agent Role and Employee champion Role are have forward influence to Organization Performance, but Administrative expert is not have significance effective, in Human Resources Department findings to discover Strategy partner & Change agent Role and adviser Role are have forward influence to Organization Performance, but Administrative & Employee service Role is not have significance effective, in Compensation System findings three role are all have forward influence to Organization Performance.
To enter into the Organization Life Cycle, findings to discover if Organization in the Organization Life Cycle earlier stage, the Human Resources Manager to play the role of high Strategy partner & Change agent Role, it have high forward influence to Organization Performance, but if Organization in the Organization Life Cycle a later stage, it is not have significance effective, anther if Organization in the Organization Life Cycle earlier stage, the Human Resources Department to play the role of high Administrative & Employee service Role it have high negative forward influence to Organization Performance, but if Organization in the Organization Life Cycle a later stage, it have high forward influence to Organization Performance, in Compensation System the Organization Life Cycle is not have any influence to Compensation System.
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