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.

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