研究生: |
李佳霖 Chia-Lin Lee |
---|---|
論文名稱: |
以人員能力成熟度模型為基礎進行「塑造人力資源」之自我評鑑與人資策略發展 Applying People Capability Maturity Model to Conduct Self-Assessment and Develop Strategy for Shaping the Workforce |
指導教授: |
紀佳芬
Chia-Fen Chi |
口試委員: |
紀佳芬
Chia-Fen Chi 林希偉 Shi-Woei Lin 張琬喻 Woan-Yuh Chang |
學位類別: |
碩士 Master |
系所名稱: |
管理學院 - 工業管理系 Department of Industrial Management |
論文出版年: | 2020 |
畢業學年度: | 108 |
語文別: | 中文 |
論文頁數: | 80 |
中文關鍵詞: | 人員能力成熟度模型 、資源基礎理論 、策略人資管理 、持續勞動力創新 |
外文關鍵詞: | People Capability Maturity Model, Resource-based View, Strategic Human Resource Management, Continuous Workforce Innovation |
相關次數: | 點閱:473 下載:0 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
人力資源是企業成功的關鍵要素之一,如何藉由人力資源策略取得競爭優勢,實為企業當今重要課題。本研究以P-CMM人員能力成熟度模型之縱向構面「塑造人力資源」為基礎,選擇在科技產業頗具代表性之某企業為分析對象,對高階管理人員進行自我評鑑與訪談。
另一方面,本研究整合P-CMM人員能力成熟度模型,與Wright et al.(2001)人資策略模型,並參考Grant(1991)的資源基礎觀點改良成C-W模型,以此模型探討分析個案公司人力資源管理之核心能耐,與未來人資管理之策略發展。初步發展之策略並透過德菲法,反覆幾回確認策略重要度,來達成專家意見之一致性。本研究結果顯示,個案公司依此模型建構了具體的人資策略:包含關鍵人才策略、勞動力數位化、導入RPA、系統雲端化、發展與運用AI技術,橫跨了人資與資管領域,其策略具前瞻性,也有助於持續勞動力創新。
而在實務方面,本研究亦將探索分析之最終結果,回饋予個案公司的人資策略規劃單位,得以修正並整合至企業策略發展計劃中,讓企業策略規劃更臻完善,俾以提升策略品質,增進人資價值、並為企業整體增值。
Human resource is one of the key elements for company's success. High-performance human resource management has been regarded as one of the main sources for a company's competitive advantage. Nowadays, how to acquire the competitive advantage by developing workforce is very significant for the enterprises. The study is based on the vertical structure of the P-CMM People Capability Maturity Model "Shaping the Workforce", and takes a typical enterprise who has good performance in ICT industry as the example to conduct self-assessment and interviews with whose senior managers.
On the other hand, this study combines the P-CMM People Capability Maturity Model, Wright et al.(2001) human resource strategy model, and Grant(1991) Resource-based View to formulate the C-W model. The purpose of the study is to extract the core-competencies from the company's capability of workforce, and to develop the strategy for human resources management by the modified model. Especially, the initial outcome has been screened by Delphi method to reach a higher consistency.
The results show that the company has developed several human resource strategies through this model, including key talent strategy, workforce digitizing, Robotic Process Automation(RPA), cloudification of HRM, development and application of AI technology. Meanwhile, these forward-looking strategies cross two different fields, Human Resource & Information and Technology, may contribute to the development of Continuous Workforce Innovation.
In terms of practice, the outcome of this research has been provided to the strategic planning center of the company, which will shape the enterprise's HR strategy, so that the strategic planning can be more extensive and perfect. It may improve the quality of strategy planning, enhance the value of human resources, and add value to the enterprise as a whole.
中文文獻
1. 方至民 (2012),策略管理-建立企業永續競爭力,前程文化出版,頁114-151。
2. 王燕蓉 (2014),以人員能力成熟度模型建構組織成熟度之應用研究-以類比IC設計個案公司為例,國立新竹教育大學碩士論文。
3. 行政院主計處2018年人力資源調查統計年報
4. 何永福、楊國安 (1995),人力資源策略管理,三民出版,台北。
5. 吳思華 (1996),策略九說:策略思考的本質,麥田出版,台北。
6. 李誠 (2012),《人力資源管理的12堂課-人力資源e化管理》,天下文化出版,台北市。
7. 林龍信(2008),工業電腦廠商在博弈娛樂事業之競爭優勢與競爭策略分析,臺灣科技大學碩士論文。
8. 侯又甄 (2007),以人員能力成熟度模式為基礎建構勞動力之形塑,國立高雄應用科技大學碩士論文。
9. 張火燦 (1998),策略性人力資源管理,揚智出版,台北。
10. 張素芬 (2017),組織診斷及人員能力成熟度探討-以C公司為例,國立中央大學碩士論文。
11. 陳殷哲、王燕蓉 (2014),《人力資源成熟度模型第三層級之執行策略》,TTQS電子專刊。
12. 黃英忠 (1997),人力資源管理,三民出版,台北。
13. 楊崑 (2013),《商業研究》第18期,P-CMM IT企業的人力資源戰略指南,頁32-35。
14. 潘淑滿 (2003),質性研究理論與應用,心理出版,台北。
15. 蔡信裕 (2007),建構人員能力成熟度模式第二層級-以南部某公立醫院為例,國立高雄應用科技大學碩士論文,高雄。
16. 盧昆宏、洪裕仁、陳錦麗 (2007),建構稅務機構之第二層級人員能力成熟模式,黃埔學報,53,頁165-194。
17. 盧昆宏、蔡信裕、洪裕仁、歐文龍、陳錦麗 (2007),建構人員能力成熟度模式第二層級-以南部某公立醫院為例,運籌管理學會論文集,頁107-118。
18. 盧昆宏、賴世斌、周美玲 (2009),以P-CMM建構高品質之激勵與管理績效制度-以某工程公司為例,品質學報16,頁407-440。
19. 韓志翔 (2014),《策略人才管理發展》,TTQS電子專刊。
英文文獻
1. Aaker, D.A., (1989), “Managing Assets and Skills:The Key to a Sustainable Competitive Advantage,” California Management Review, Winter 1989, pp.91-106.
2. Barney, J.B., (1986), ”Organizational Culture:Can It be a Source of Sustained
Competitive Advantage?” Academy of Management Review, Nov., pp.656-665.
3. Barney, J.B., (1991), ”Firm Resources and Sustained Competitive Advantage”,
Journal of Management, pp.99-120.
4. Benn, L. & Danny, S., (2001), “Developing Innovation Capability in Organizations: A Dynamic Capabilities Approach,” International Journal of Innovation Management, Vol.5, No.3, pp.377-400.
5. Bill Curtis, (2009) People Capability Maturity Model(P-CMM) Version2.0, Second Edition.
6. Burack H. E., (1972), “Strategies for Manpower Planning and Programming,
Morristown”, General Learning Press.
7. Chartered Institute of Personnel and Development (CIPD), (2011), Shaping the Future: Sustainable organization performance: What really makes the Difference.
8. Curtis, Bill & Hefley, Bill & Miller, S., (2001), The People CMM: Guidelines for Improving the Workforce.
9. Curtis, B., Hefley, W. E. & Miller, S. A., (2002), The People Capability Maturity
Model: Guidelines for Improving the Workforce. Addison-Wesley, USA.
10. Curtis, B., Hefley, W. E. & Miller, S. A., (2009), The People Capability Maturity
Model, Version 2.0, Second Edition.
11. Edith Penrose, (2009), “The Theory of the Growth of the Firm”
12. Evans, R. & Davis, W. (2005). High-performance Organizational Performance:The Mediating Role of Internal Social Structure, Journal of Management, Vol.31 No.5, pp.758-775.
13. Grant, Robert M., (1991), “The Resource-Based Theory of Competitive Advantage:
Implications for Strategy Formulation” , California Management Review, 33:3.
14. Higgins, J. M., (1995), “Innovation: the Core Competence,” Planning Review,
Vol.23, pp.32-36.
15. IEEE Corporate Advisory Group, (2017). IEEE Guide for Terms and Concepts in Intelligent Process Automation, pp.11.
16. Lado, A. A. and Wilson, M., (1994), “Human Resource Systems and Sustained Competitive Advantage:A Competency-based Perspective,” Academy of Management Review, Vol.19, No.4, pp.699-727.
17. Prahalad, C. K. and Hamel, G., (1990), “The Core Competence of the Corporate,”
Harvard Business Review, Vol.68, No.3, pp.79-91.
18. Schuler, R. S., (1992) “Strategic Human Resource Management: Linking the People with the Strategic Needs of the Business,” Organizational Dynamic, Vol.21, No.1, pp. 18-32.
19. Sheppeck, M.A. and Militello, J., (2000), “Strategic HR Configurations and Organizational Performance”, Human Resource Management, Vol.39, No.1, pp. 5-16.
20. Teece, D. J.,Pisano, G. & Shuen, A., (1997), “Dynamic Capabilities and Strategic
Management,” Strategic Management Journal, Vol.18, No.7, pp.509-533.
21. Türetken and Demirörs, (2004), “People Capability Maturity Model and Human Resource Management Systems: Do they benefit each other?” Human Systems Management, Vol. 23, pp.179-190.
22. Ulrich, D.and Lake, D., (1991), “Organizational Capability: Creating Competitive
Advantage, Academy of Management Executive”, Vol. 5, No.1, pp.77-92.
23. Ulrich, D., (1992), “Strategic and Human Resource Planning: Linking Customers and Employees,” Strategic and Human Resource Planning, Vol.15, No.2, pp.47-62.
24. Wernerfelt, B., (1984), “A resource-based view of the firm”, Strategic Management Journal , Vol.5, pp.171-180.
25. Wemyss, G. & Ryan, C., (2008) Guidance for Use of SCAMPI with People CMM, Pittsburgh: Software Engineering Institute, Carnegie Mellon University.
26. Wright, P.M., and McMahan, G.C., (1992), “Theoretical Perspectives for Strategic
Human Resource Management,” Journal of Management, Vol.18, No.2, pp.295-320.
27. Wright P.M., Dunford B.B. and Snell, S.A., (2001), ”Human resources and the resource base view of the firm”, Journal of Management, 27: 701-721.
28. Youndt, M.A. and Snell, S.A. (2004). Human resource configurations, intellectual capital, and organizational performance. Journal of Managerial Issue, 16:37-360.