| Summary: | 碩士 === 國立新竹教育大學 === 人力資源與數位學習科技研究所 === 103 === In today’s information and knowledge era, enterprises aggressively compete for talent, often described as an organizations’ most important asset. As a result, human resource system tend to be taken seriously as the importance of corporate governance. HR professionals implement a variety of strategies and theories into their human resources systems, hoping to find the most suitable talent and retain top talent for their organizations. However, how to ensure that workforce capability is fully implemented, and how to integrate organizational systems and practices to expand the horizons and capabilities of human resources to achieve organizational goals, is still lacking. The People Capability Maturity Model (P-CMM) utilizes a "flow" concept to create five maturity levels to guide organizations to progressively improve their human resource capabilities.
The main purpose of this study is to validate the use of P-CMM levels at the case company's human resource capability maturity, and to enhance the case company’s human resource capacity of the maturity level of the strategy to provide continuous improvement and upgrading. This is to serve as a reference for other organizations to consider in implementing their own human resource capability maturity. Through qualitative research, the researcher found that organizations can use P-CMM maturity of each principle for the organizational characteristics of enterprises. P-CMM helps to shape their commitment to perform and their ability to perform. P-CMM helps ensure that the practices are performed appropriately, and measured, analyzed, and verified, in a way that will help improve the organizational capacity of enterprises, and thus enhance the business performance and development of enterprises.
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