由於知識型社會的成形，人力資源對組織競爭優勢的重要性，無疑地將愈來愈重要。然而，人力資源管理領域中，以往所發展的各種管理方法，是否能適於知識型社會所需？如何調整？無疑地為一重要的研究課題。本研究認為，在知識型社會中，有兩個權變因素，將影響傳統人力資源規劃方法的有效性。這兩個權變因素分別為：「成熟時間」與「薪酬設計」。本研究的目的，即探討「成熟時間」與「薪酬設計」此二權變因素對傳統人力資源規劃方法之有效性的影響。所採用的研究方法，乃採微世界的實驗室實驗法，以模擬模式代表真實世界的人力資源產能與需求系統，以受測者扮演人力資源經理的角色，而後操弄「成熟時問」與「薪酬設計」此二權變因素，觀察不同權變因素下，對人力資源規劃方式（雇人、加班、訓練的決策組合策略）與對人力資源規劃結果（系統之績效指標）之影響。實驗結果顯示，在績效制與工時制的區別上，兩種情況對人力規劃的績效與決策組合策略，並沒有肯定地顯著性差異。然而，在長成熟期情況下，人力資源經理平衡人力產能與需求的績效表現，顯著較短成熟期下為差。人力資源經理雖然在人力規劃之決策組合策略上，有進行調整（每月雇人數較低、加班時數較高、e學習時數較高），但其調整的方向，似乎並不恰當。建議可將人力成熟滯延加入雇人政策的考量，提高人力產能的目標值、不依賴加班的短期權宜措施，或者重新定義人力資源領域，將知識管理的方法納入，以縮短人力資源的成熟期。

In the knowledge society, knowledge may become more important than capital. The human resource will become important competition resource base. However, some methods of human resource management may not suit to the need of the knowledge society. This study proposed that: due to the contingency factors of so call ”mature time” and ”compensation design”, the traditional human resource planning methods may not suit to the need of the knowledge society. This study first used System Dynamics to build a computer simulation model. The contingency factors of ”mature time” and ”compensation design” were manipulated to test the impact and performance of different human resource planning methods. The simulation model was then transfer to the experimental task. The laboratory experiment method was employed to do the research. Subjects were asked to play the role of the human resource manager. That is, the human resource planning equations in simulation model are replaced by subjects' decision. The experimental results shown that the human resource planning performance was determined by the interaction of contingency factors (distinguish knowledge society and industrial society) and the portfolio of decision choices (human resource planning methods). It means that the effective human resource planning methods in knowledge society may different than the traditional methods.