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題名：人力資源管理制度之執行--四大產業之實證研究
書刊名：管理與系統
作者：盧昆宏 引用關係／王栙明
作者(外文)：Lu, Kuen-horng／Wang, Hsien-ming
出版日期：2004
卷期：11:4
頁次：頁409-442
主題關鍵詞：人力資源；人力資源管理制度；四大產業；資訊電子；機械；通訊；銀行產業；Human resources；Human resources management system；Four major industries；Information and electronics industry；Machinery industry；Telecommunications industry；Banking industry
原始連結：連回原系統網址new window
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優秀的人力資源是企業營運的重要因素之一，健全的人力資源管理制度更是企業具競爭力且永續經營的不二法門。製造業中的兩大產業－資訊電子工業及機械工業（91年1月至11月之生產總價值分別為2662793百萬元及330108百萬元）；服務業中的兩大產業－通訊業及銀行業（91年前三季之生產毛額分別為204764百萬元及182893百萬元），由其生產價值之高，可見該四大產業對臺灣經濟之影響是具舉足輕重的。因此，本文分別提出資訊電子工業、機械工業、通訊業、銀行業等四大產業執行人力資源管理時之重要制度，俾可提供該四大產業之公司從事人力資源的規劃與管理，並調查該四大產業對各項人力資源管理制度之重視程度、滿意程度，及分析各人力資源管理制度被執行的結果是否具顯著差距，俾可分別提供各產業中的公司瞭解其執行人力資源管理之情形，甚而修正、改善公司的人力資源管理內涵與政策。以各項人口統計變數（如：性別、年齡、教育程度、職位、薪資等）與本研究所建構出來的人力資源管理制度間的關聯性分析，可以提供不同產業中不同的人力資源應著重於何種人力資源管理制度，而達到不同性質的人力資源於其企業內可以發揮最佳之效益。
Smooth operation of a business depends on outstanding human resources. Moreover, competitiveness and sustainable development of a business fully rely on a sound human resource management system. The information/electronics industry and the engineering industry are two major parts of the manufacturing industry (the total production value from January to November of 2002 reached 2,662,793 million dollars and 330,108 million dollars respectively). The telecommunications industry and the banking industry are in the services industry (the gross domestic product for the previous three-quarters of 2002 totaled 204,764 million dollars and 182,893 million dollars, respectively). It is clear that the four major industries play an important role in Taiwan's economy due to their extraordinary production value. Therefore, this paper will propose success systems involving human resource management in the information/electronics, engineering, telecommunications, and banking industries, and shall provide companies within these four industries with handy data on human resource planning and management. It investigated the importance and satisfaction degree of the four major industries toward the human resource management system and analyzed whether the enforcement results of all the human resource management system within these industries were significantly different. This study can help companies in each industry understand how their human resource system is operated, and thus, they can rectify and improve the content and policies of their human resource department. According to the relative analysis between the demographic variables (gender, age, educational background, position, salary) and the human resource management system constructed in this study, it is obvious that certain human resource management system should be underscored in different industries. Based on the findings of this paper, all forms of human resource management can be carried out, and achieve their best results in different types of businesses.
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4.楊錦洲、陳穆瑢(20010100)。我國高科技公司實施人力資源之狀況與成效之分析。人力資源發展月刊，161，1-10。  延伸查詢new window
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8.林欽榮(19950600)。人力資源管理策略宜考量的環境因素。人事管理，32(6)=376，4-10。  延伸查詢new window
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10.徐聯恩(1998)。卓越服務業與製造業人力資源管理制度之比較。管理與資訊學報，3，55-74。new window  延伸查詢new window
11.黃英忠(1987)。產業社會的人力問題之研究導向。國立中山大學學報，4，43-52。  延伸查詢new window
12.黃英忠(1993)。我國未來人力資源管理研究的發展方向。人事管理，30(11)，4-13。  延伸查詢new window
13.趙必孝(1997)。我國中小企業因應產業環境變動與經營策略的人力資源發展之研究。亞太管理評論，2(2)，101-116。new window  延伸查詢new window
14.簡志文、蔡錫濤(2001)。人力資源管理角色定位之研究。人力資源發展月刊，161，1-11。  延伸查詢new window
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學位論文
1.高書屏(2001)。企業人資人員對人力資源管理關鍵成功因素認知之研究，沒有紀錄。  延伸查詢new window
圖書
1.洪維賢(1997)。人力資源管理與發展--臺灣企業人力資源管理與發展之研究學術著作。臺中：國彰出版社。  延伸查詢new window
 
 
 
 
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