Please use this identifier to cite or link to this item: https://ah.lib.nccu.edu.tw/handle/140.119/137018
題名: 中小企業組織特質與人力資源發展相關性之研究
The Correlation Study of the Characteristics of Small and Medium Enterprises and the Development of Human Resources
作者: 黃采萍
Huang, Tsai-Ping
貢獻者: 成之約
Cheng, Chih-Yu
黃采萍
Huang, Tsai-Ping
關鍵詞: 人力資源發展
中小企業
development of human resources
small and medium enterprises
日期: 2008
上傳時間: 2-Sep-2021
摘要: 全球化下之知識經濟時代,面對瞬息萬變的競爭環境,具競爭力之組織企業需仰賴新知識科技之運用與世代傳承予以因應,不論其企業規模與屬性,人力資源發展係為保有競爭力的重要關鍵。中小企業在經濟發展歷程中,一直扮演著一個舉足輕重的角色,許多中小企業已經認知到人力資源發展之重要性,漸轉換思維將員工視為資產,然而在有限的組織規模與資源下,如何就利用組織特性與限制下發揮潛力,係為在推行中小企業人力資源發展之課題。\r\n本研究從中小企業人力資源發展現況為出發,透過實證方式就我國中小企業人力資源發展有整體性之瞭解。研究發現中小企業對於教育訓練與人力資源發展持積極態度,訂有教育訓練目標實施教育訓練,瞭解其需求與執行有效性,惟弱於訓練績效之衡量與分析。中小企業愈是偏離中小企業專屬之特質,其教育訓練愈是朝向制度化發展,其人力資源發展受限其組織規模與本身之特性。而當企業組織愈是複雜化,分工細密,故其特質亦反應於中小企業之教育訓練上。中小企業家族色彩特質愈濃厚時,故對有系統之教育訓練制度易被忽略。組織成立年限與員工年資較長通常較有制度化之訓練制度,尤以7-9年表現為佳。教育訓練成效以工作中訓練為佳,此外,透過獎勵方式,以升遷、加薪與訓練相結合,亦可獲取較佳之訓練成效。組織核心職能之養成與精進仰賴員工經驗傳承來達成,較透過外部資源養成有效。在外部資源政府協助方面,最需要教育訓練之補助與訓練課程提供,以切合中小企業之需求並同時兼及教育訓練效能,俾助於中小企業就其組織特性發展其人力資源。
In the era of knowledge economy under globalization, in the face of a rapidly changing competitive environment, competitive organizations need to rely on the use of new knowledge and technology and the inheritance of generations to respond. Regardless of the size and attributes of the company, important keys to maintain competitiveness is the development of human resources. Many SMEs have realized the importance of human resources development and gradually changed their thinking to regard employees as assets. However, with limited organizational scale and resources, how to promote human resource development in small and medium enterprises has been considered crucial for their potential.\r\nThis research starts from the current situation of human resources development of small and medium enterprises, and has a comprehensive understanding of human resources development of small and medium enterprises through empirical methods. The study found that small and medium enterprises have a positive attitude towards education training and human resource development. They set education training goals to implement education training, understand their needs and implementation effectiveness, but are weaker on training performance measurement and analysis. The more SMEs deviate from the special characteristics of SMEs, the more their education and training are towards systematic development, and the development of their human resources is limited by their organizational scale and their own characteristics. And as the organization of the enterprise becomes more complicated and the division of labor is more detailed, its characteristics are also reflected in the education and training of small and medium enterprises. As SMEs’ family features become stronger, systematic education and training systems are easily overlooked. Longer years of organization and employee experience usually have a more structured training system, especially with 7-9 years of performance. The effectiveness of education and training is better at work. In addition, through rewards, a combination of promotion, salary increase and training can also obtain better training results. The development and improvement of the core functions of the organization rely on the inheritance of employee experience, which is more effective than the development through external resources. In terms of external resources and government assistance, the subsidies and training courses that are most in need of education and training are provided to meet the needs of small and medium enterprises. Meanwhile, taking into account the effectiveness of education and training, so as to help small and medium enterprises develop their human resources based on their organizational characteristics.
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描述: 碩士
國立政治大學
勞工研究所
92262015
資料來源: http://thesis.lib.nccu.edu.tw/record/#G0092262015
資料類型: thesis
Appears in Collections:學位論文

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