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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 翁崇雄 | |
dc.contributor.author | Yu-Huang Chen | en |
dc.contributor.author | 陳玉凰 | zh_TW |
dc.date.accessioned | 2021-06-08T02:42:45Z | - |
dc.date.copyright | 2018-03-01 | |
dc.date.issued | 2018 | |
dc.date.submitted | 2018-02-01 | |
dc.identifier.citation | 中文資料
王秋茹,2014,人才管理制度之個案研究,國立中山大學人力資源管理研究所未出版之碩士論文。 朱淑鳳,2014,事業夥伴策略性人力資源管理,國立清華大學高階經營管理碩士在職專班未出版之碩士論文。 余靜雯,2004,半導體封測業主管管理才能評鑑模式與接班人計劃之研究-以A公司為例,國立中山大學管理學院人力資源管理研究所未出版之碩士論文。 李元愷,2017,人才管理實務個案研究,國立中山大學人力資源管理研究所未出版之碩士論文。 李美智,2007,人才管理Talent Management實務之調查研究,國立中山大學人力資源管理研究所未出版之碩士論文。 李豔霞,2015,策略性人力資源管理系統,國立中山大學管理學院人力資源管理研究所碩士論文。 林于婷,2017,台灣企業發展工業4.0之人才管理研究,國立雲林科技大學企業管理系未出版之碩士論文。 張玲娟,2004,人才管理:企業基業常青的基石,能力雜誌,581,60-64 張國強,2015,跨國企業策略性人力資源管理應用於企業社會責任之實踐,國立中山大學管理學院人力資源管理研究所未出版之碩士論文。 梁禎玲,2010,台灣高科技產業人才管理研究,國立臺灣科技大學企業管理系未出版之碩士論文。 黃子甄,2016,知識密集服務業人才管理個案研究,國立中山大學人力資源管理研究所未出版之碩士論文。 黃淑芬,2016,策略性人力資源管理和顧客關係管理對公司競爭優勢的影響,國立高雄第一科技大學行銷與流通管理研究所未出版之碩士論文。 劉于甄,2013,百大集團陷經理人高齡化危機,經濟日報,2013/11/8。 英文資料 Barney, J. 1991. Firm Resources and Sustained Competitive Advantage. Journal of Management, 17, 99-120. Cheese, P., Thomas, R. J., & Craig, E. 2008. The Talent Powered Organization: Strategies for Globalization, Talent Management and High Performance. London, UK: Kogan Page Limited. Collings, D. G., & Mellahi, K. 2009. Strategic talent management: A review and research agenda. Human Resource Management Review, 19, 304-313. Cook, S. & Macaulay, S. 2009. Talent Management: Key Questions for Learning and Development. Training Journal, July, 37-41. De Vos, A. & Dries, N. 2013. Applying a talent management lens to career management: the role of human capital composition and continuity. The International Journal of Human Resource Management, 249, 1816-1831. Farley, C. 2005. HR’s role in talent management and driving business results. Employment Relations Today, 321:55-60. Galagan, P. 2008a. Talent management-what is it, who owns it, and why should you care, TD, May, 40-44. Galagan, P. 2008b. Talent management: up for grabs? Panel Discussion at Learnshare Leaders Conference, October 2007. Gallardo-Gallardo, E., Dries, N., & González-Cruz, T. F. 2013. What is the meaning of talent in the world of work? Human Resource Management Review, 234, 290-300. Heinen, J. S., & O’Neill, C. 2004. Managing Talent to Maximize Performance. Employment Relations Today, 31(2), p67-82. Kirwan, K. S. 2009. Practicing talent life cycle management. Journal of Leadership Studies, 311. Lepak, D., & Snell, S. 1999. The Human Resource Architecture: Toward A Theory of Human Capital Allocation and Development. Academy of Management Review, 241, 31-48. Lewis, R. E. & Heckman, R. J. 2006. Talent Management in the 21st Century: help your company find, develop, and keep its strongest workers. The Journal for Quality & Participation, Winter Issue, p4-7. Manpower Group. 2017. 2016/2017 Talent Shortage Survey. Manpower Group. http://www.manpowergroup.com/talent-shortage-2016. PwC 2012. Human resources and talent management. PwC Industry Reports. Ray, R. L. & Van Ark, B. 2014. The Conference Board CEO Challenge 2014. The Conference Board. https://www.conference-board.org/retrievefile.cfm?filename=TCB_R-1537-14-RR1.pdf. Stahl, G.K., Bjorkman, I., Farndale, E., Morris, S.S., Paauwe, J. & Stiles, P. 2012, Six principles of effective global talent management. MIT Sloan Management Review, 53(2), 25-32. Tansley, C. 2007. Talent: strategy, management, measurement. London, UK: CIPD. Tansley, C. 2011. What do we mean by the term talent in talent management? Industrial and Commercial Training, 435, 266-274 | |
dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/20229 | - |
dc.description.abstract | 企業要永續經營,除了要有好的企業文化與制度支持外,人才發展與傳承實為更重要的基礎工程;因此,建構良好的人才發展與傳承制度,將成為企業永續經營的重要課題。放眼台灣的資訊、通訊產業,經過四十多年的努力,硬體製造方面在全球市場上已經佔有舉足輕重的地位,但這些大型企業的創辦人,多數尚未完成接班的安排,也造成企業傳承上的隱憂。因此,本研究針對此一核心議題,以一家大型成熟電子硬體製造廠商為個案,探析其面對人才發展與接班傳承所採取的制度化過程,期能淬煉出有用的管理經驗,供其他面臨相同議題企業的參考。
本研究採取單一個案質性研究方法,以一家成立四十餘年大型集團企業為脈絡,透過訪談和次級資料的收集,總結歸納企業如何從人才發展與傳承的願景、經營理念、人才發展制度等方面,建構具有效的實務作法,使其在選、用、育、留各方面建立嚴謹評量與發展制度,並在人才發展和傳承上規劃出各級人員發展的藍圖,以作為企業人才庫培養的基礎。 根據此一深度的個案研究,本研究發現企業建立人才發展與傳承制度須根基於企業文化、經營策略,以及企業未來轉型、升級的方向,亦即須將人才管理融入經營管理制度架構中,方能產生具體成效。最後,高階主管須將人才發展結合到日常的經營管理活動,做出長期的承諾與落實,才能真正深化人才發展與傳承的基因。 | zh_TW |
dc.description.abstract | To become a sustainable institution, a company not only needs sound management system with embedded and unique culture, but also requires to establish an effective talent development and succession system. Over the past four decades, Taiwan’s ICT industry has become prominent worldwide, but a large portion of corporate founders have still on decision positions, which gradually becomes an issue of sustainability of the focal company. Motivated by such a critical management issue, the present research attempts to explore how a large-scale, well-established company can fix the success problem through system design and institutionalization processes. Results from our research endeavor would be beneficial to many other companies as well.
We select a large-scale, more than 40 years old electronics manufacturing group company for our in-depth case study. We collected secondary information from the company and third-party sources and primary interviews with key informants of the case company concerning the mission, vision, and goals for talent development as well as the underlying logic of talent management system. Our comprehensive case exploration eventually demonstrates an institutional framework embracing competence model, talent assessments and talent nurturing practices so that a talent pool for succession can be established. Our research results indicate that talent development and succession systems must be based in corporate culture, operational strategies, and most importantly, strategic directions of corporate transformation. Overall, talent management cannot be effective unless it can be embedded in the overall corporate operation framework, with consistent and strong commitments from the top. Implications and suggestions of our research are also discussed. | en |
dc.description.provenance | Made available in DSpace on 2021-06-08T02:42:45Z (GMT). No. of bitstreams: 1 ntu-107-P04747004-1.pdf: 1200171 bytes, checksum: 6e4634f5a48b53ead049a19b59f4a967 (MD5) Previous issue date: 2018 | en |
dc.description.tableofcontents | 誌 謝 ii
中文摘要 iii ABSTRACT iv 第一章、緒論 1 第一節、研究背景與動機 1 第二節、研究問題與目的 3 第三節、研究方法與流程 4 第四節、論文架構 6 第二章、文獻回顧 8 第一節、人才管理的意涵 8 第二節、人才管理近期研究 16 第三節、人才管理的制度和措施 18 第三章、人才發展與傳承的管理挑戰 26 第一節、人才發展與傳承的管理挑戰與問題 26 第二節、建立有效人才發展制度 30 第四章、個案公司人才發展制度探析 35 第一節、個案公司背景介紹 35 第二節、個案公司人才發展歷程 40 第五章、結論與建議 60 第一節、研究結論 60 第二節、研究建議 62 參考資料 65 | |
dc.language.iso | zh-TW | |
dc.title | 大型成熟企業的人才發展與傳承之個案研究 | zh_TW |
dc.title | A Case Study on the Talent Development and Succession within a Large-Scale, Well-Established Organization | en |
dc.type | Thesis | |
dc.date.schoolyear | 106-1 | |
dc.description.degree | 碩士 | |
dc.contributor.coadvisor | 李吉仁 | |
dc.contributor.oralexamcommittee | 吳政衛 | |
dc.subject.keyword | 人才發展,傳承,資通訊產業,個案研究,策略性人力資源, | zh_TW |
dc.subject.keyword | Talent Development,Succession,ICT Industry,Case Study,Strategic Human Resources, | en |
dc.relation.page | 67 | |
dc.identifier.doi | 10.6342/NTU201800271 | |
dc.rights.note | 未授權 | |
dc.date.accepted | 2018-02-01 | |
dc.contributor.author-college | 管理學院 | zh_TW |
dc.contributor.author-dept | 資訊管理組 | zh_TW |
顯示於系所單位: | 資訊管理組 |
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