人才管理與組織策略達成配適可以為組織績效帶來貢獻。然而配適在人才管理中具有重要的理論意涵，但仍缺乏實證性研究。人才管理可以區分為特定型人才管理、廣泛型人才管理等兩種類型。本研究運用中介模型探討臺灣產業轉型策略方向(服務化、綠色化，以及全球化)與人才管理(特定型、廣泛型)之間的配適。本研究調查臺灣製造業164家廠商，運用結構方程模型進行分析。研究發現服務化、全球化與特定型人才管理達成配適，綠色化與廣泛型人才管理達成配適。本研究可為人才管理發展提供實證性的研究成果，配適模型研究成果亦可作為企業推動轉型時參考。

The fit between talent management and organizational strategy can contribute to organizational performance. This fit represents an important theoretical basis for talent management theory but also lacks empirical research. Two different talent management views exist that each brings different talent management practices: the exclusive talent system (ETS) and the inclusive talent system (ITS). Using Taiwan’s industrial transformation directions of servitization, greenization, and globalization, this study apply the mediation model to explore the talent management system—ETS or ITS—that fits with organizational transformation. By investigating a manufacturing sector sample (n=164) and using structural equation modeling, the current study found that the servitization and globalization strategies are a fit with ETS, and greenization is a fit with ITS. This study contributes to the talent management theory by providing an empirical result. The fit model provided in this study can be used as a reference for enterprises’ policy formulation efforts.

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