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題名：本國與外商企業人才管理程序指標重要性比較研究
書刊名：管理研究學報
作者：劉仲矩 引用關係／唐蕙莉
作者(外文)：Liu, Chung-chu／Tang, Hui-li
出版日期：2012
卷期：12:2
頁次：頁75-105
主題關鍵詞：人才管理；關鍵人才；層級分析法；人才評鑑；接班人計畫；領導力發展；Talent management；Key talent；Analytic hierarchy process；Talent assessment；Succession plan；Leadership development
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(0) 博士論文(1) 專書(0) 專書論文(0)
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  • 共同引用共同引用:572
  • 點閱點閱:37
本研究目的在比較本國及在台外商企業在人才管理程序的差異，人才管理程序指標包括：人才管理規劃、運作、發展、施行。以40位具人才管理經驗之專家為對象，採取層級分析法來瞭解指標的重要性程度。研究結果發現主構面的重要性依序為人才管理規劃最為重要，第二是人才管理施行，而人才管理運作及人才管理發展則同樣位居第三。次構面指標之重要性排序在整體分析結果上，回饋教導機制、激勵獎酬制度、績效標準、績效評估、職涯發展是排名在前三項的重要指標；台商企業分析結果，前三項排名為回饋教導機制、激勵獎酬制度、績效評估及任用決策檢討；外商企業則首重人才管理規劃層面中的遴選標準、激勵獎酬制度及制定職能標準。本研究並根據結果提供管理者或實務工作者相關的建議。
The purpose of this study is to explore differences in talent management process between the domestic and foreign enterprises in Taiwan. The talent management process includes talent management planning, operation, development, and implementation. Forty experts with experience in talent management, through questionnaires and inquiries to sum up the indicators structure and breakdown of indicators of talent management in domestic and foreign enterprises. This study adopted Analytical Hierarchy Process (AHP) to analyze and prioritize the degree of importance of indicators. The results showed that the most important is talent management planning in the main dimensions of talent management indicators. The second is talent management implementation followed by the planning, and talent management operation and talent management development tied for third. Sort of indicators of the importance at the sub-dimensions in overall analysis, feedback and coaching, motivation and reward system, criteria of performance evaluation, implementation of performance evaluation and career development, are simultaneously ranked at the top three important indicators. The analyzing results of the ranked top three indicators at the sub-dimensions in Taiwanese enterprises are feedback and coaching, motivation and reward system, implementation of performance evaluation and review of appointment decisions. Yet the top three important indicators are the selection criteria, motivation and reward system and competency model establishment at the talent management planning level ranked among foreign enterprises. In addition, the researchers provide some relative suggestions for academics or practitioners based on the results of the study.
期刊論文
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20.McDonnell, A.、Lamare, R.、Gunnigle, P.、Lavelle, J.(2010)。Developing tomorrow’s leaders-evidence of global talent management in multinational enterprises。Journal of World Business，45，150-160。  new window
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33.Tarique, I.、Schuler, S. S.(2010)。Global talent management: literature review, integrative framework, and suggestions for further research。Journal of World Business，45，122-133。  new window
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會議論文
1.劉仲矩、唐蕙莉(2011)。在台外商人才管理指標建構及其重要性之硏究。2011北商學術論壇--經營與管理硏討會。台北：國立台北商業技術學院。  延伸查詢new window
2.Blass, E.、Knights, A.、Orbea, A.(2006)。Developing future leaders:The contribution of talent management。Fifth International Annual Conference on Leadership，Ashridge Business School 。Cranfield UK.。  new window
研究報告
1.Stahl, G. K.、Björkman, I.、Farndale, E.、Morris, S. S.、Paauwe, J.、Stiles, P.、Wright, P. M.(2007)。Global talent management: how leading multinationals build and sustain their talent pipeline。  new window
學位論文
1.汪方涵(2009)。國家職能標準制度建構之探討(碩士論文)。國立中央大學，桃園縣。  延伸查詢new window
2.李美智(2007)。人才管理(Talent Management)實務之調査硏究(碩士論文)。國立中山大學，高雄市。  延伸查詢new window
3.李珈安(2010)。我國中央行政機關女性中高階主管職涯發展之硏究(碩士論文)。佛光大學，宜蘭縣。  延伸查詢new window
4.邱繼逸(2010)。師徒功能認知對職場個人學習影響--以回饋接受度爲調節(碩士論文)。國立中央大學，桃園縣。  延伸查詢new window
5.劉錫標(2012)。中華郵政人才發展機制探討(碩士論文)。國立政治大學，台北市。  延伸查詢new window
6.羅豊翔(2008)。影響企業實施教導(Coaching)制度的成功因素(碩士論文)。國立中央大學，桃園縣。  延伸查詢new window
7.吳佩芳(2003)。管理才能、工作動機與工作績效、部門績效關係之研究(碩士論文)。國立中央大學，桃園。  延伸查詢new window
8.周日耀(2008)。員工對組織實施人才管理制度之認知與個人才能發展、離職傾向及生涯發展之關聯性探討－以個人成長需求為調節變項(碩士論文)。國立中央大學。  延伸查詢new window
圖書
1.台灣產業科技前瞻硏究計畫硏究小組(2010)。台灣產業發展--全球化趨勢下我國產業人才資源發展策略。臺北市：工業技術硏究院產業經濟與趨勢硏究中心、資訊工業策進會產業情報硏究所。  延伸查詢new window
2.Scullion, H.、Collings, D.(2011)。Global talent management。London：Routledge。  new window
3.Ulrich, D.(1996)。Human resource champions: The next agenda for adding value and delivering results。United States of America：the President and Fellows of Harvard College。  new window
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5.Varma, A.、Budhwar, P.、DeNisi, A.(2008)。Performance management systems。London：Routledge。  new window
6.Boatman, J.、Erker, S.(2012)。Know more, guess less, Global Selection Forecast 2012。  new window
7.Sparrow, P.、Brewster, C.、Harris, H.(2004)。Globalizing Human Resource Management。Routledge。  new window
8.Gold, J.、Thorpe, R.、Mumford, A.(2010)。Gower handbook of leadership and management development。Gower。  new window
9.吳美連、林俊毅(1997)。人力資源管理：理論與實務。台北：智勝文化事業公司。  延伸查詢new window
10.Saaty, T. L.、Kearns, K. P.(1985)。Analytic planning: The organization of systems。New York：Pergamon Press。  new window
11.Heidegger, Martin、Krell, David Farrell、Capuzzi, Frank A.(1975)。Early Greek Thinking。New York：Harper & Row。  new window
12.Dessler, G.(2011)。Human Resource Management。Prentice Hall。  new window
其他
1.IBM Corporation(2012)。Leading though connections: Insights from the global IBM CEO study: IBM Global Business Services，http://www-935.ibm.com/services/us/en/c-suite/ceostudy2012/。  new window
2.The Boston Consulting Group(2007)。Aligning talent for global advantage, The Boston Consulting Group，http://www.bcg.com/。  new window
3.Towers Watson(2012)。The 2011/2012 talent management and rewards study，http://towerswatson.com。  new window
圖書論文
1.Burger, L. A.、Burger, D. R.(2004)。Creating a talent management system for organizational excellence: connecting the dots。The talent management handbook: creating organizational excellence by identifying, Developing and Promoting your Best People。New York：McGraw-Hill。  new window
2.Cheese, P.、Thomas, R. J.、Craig, E.(2008)。Strategies for globalization, talent management and high performance。The talent power organization。London and Philidaphia：Kogan Page。  new window
 
 
 
 
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