學術產出-學位論文
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題名 台灣企業人力資源科技應用之探討
A Study on the Human Resources Technology Applications in Taiwanese Companies作者 潘仁智
Pan, Jen-Chih貢獻者 蔡維奇
Tsai, Wei-Chi
潘仁智
Pan, Jen-Chih關鍵詞 人力資源管理
人力資源科技
人工智慧
Human resources management
Human resources technology
Artificial intelligence日期 2024 上傳時間 5-八月-2024 12:11:33 (UTC+8) 摘要 隨著資訊科技的快速發展，企業越來越重視科技工具在人力資源領域的應用。根據2023年Gartner報告指出，人力資源科技是最重要的投資領域，企業如何佈局科技工具的應用，加深擴展其人力資源策略洞見，是值得討論的議題。 本研究透過質化訪談，探討台灣十二間金融業及科技業企業在人力資源科技方面的實際運用。研究目的包含，希望瞭解受訪企業在人力資源科技使用的實務狀況、實施成效、遭遇挑戰以及對未來的展望和計劃。 本研究結果發現：一、台灣企業在各項人力資源管理功能上已經應用多種科技工具，尤其是在招募甄選和員工關係管理方面，出現許多有潛力的新興應用；二、多數企業以成本及滿意度作為評估人力資源科技成效的主要指標；三、員工的變革抗拒及系統複雜度，是影響人力資源科技成功與否的關鍵因素；四、受訪企業一致認為，未來人力資源科技的發展將著重於人工智慧的應用。
With the rapid development of information technology, enterprises are increasingly emphasizing the application of technological tools in the field of human resources. According to the 2023 Gartner report, human resources technology is the most important investment area. It is a critical issue to discuss how enterprises can strategize the application of technological tools to deepen and expand their insights into human resources strategies. In this research, we discuss the practices of human resources technology in 12 financial and technology industry companies in Taiwan through qualitative research. The purpose of the research includes the current practices, implementation effectiveness, challenges encountered, and future prospects and plans regarding the use of human resources technology by the interviewed companies. The results of this study found that: first, Taiwanese companies have applied a variety of technological tools in various human resource management functions, especially recruitment, selection, and employee relationship management, where many promising new applications have emerged. Second, most companies use cost and satisfaction as the main indicators for evaluating the effectiveness of human resources technology. Third, employees’ resistance to change and system complexity are key factors affecting the success of human resources technology. Fourth, the interviewed companies agree that the future development of human resources technology will focus on the application of artificial intelligence.參考文獻 一、中文部分 1.吳秉恩（1999）。分享式人力資源管理。台北市：翰蘆圖書。 2.呂姿樺（2021）。e化服務，HR準備好了嗎? HR e化服務科技對組織承諾影響之探討—內部顧客關係利益的中介效果，未出版碩士論文，國立中山大學人力資源管理研究所，台灣高雄。 3.杜秉叡（2022）。人力資源數位轉型與人資科技(HR tech)的趨勢。T&D飛訊，第291期，頁1-18。 4.范瀚之（2021）。人工智慧面試官與人類專業面試官對於面試者在錄影面試中進行印象管理辨別程度之比較性研究，未出版碩士論文，國立臺灣師範大學科技應用與人力資源發展學系，台灣台北。 5.陳俊宇（2019）。人工智慧在人力資源功能的應用：台灣實務工作者的觀點，未出版碩士論文，國立交通大學經營管理研究所，台灣新竹。 6.許雅婷（2021）。商用人力資源資訊系統用戶使用之研究，未出版碩士論文，國立中山大學人力資源管理研究所，台灣高雄。 7.張宣妮（2021）。AI面試系統及個人評估問卷對於人格特質評價之練習效應，未出版碩士論文，國立臺灣師範大學科技應用與人力資源發展學系，台灣台北。 8.黃英忠（1997）。人力資源管理。台北市：三民。 9.黃美綾（2011）。即時績效管理系統對員工影響之個案研究，未出版碩士論文，國立臺灣師範大學科技應用與人力資源發展學系人力資源碩士在職進修專班，台灣台北。 10.楊美芳（2006）。企業導入人力資源資訊系統對人力資源管理效能影響之研究，未出版碩士論文，國立中山大學人力資源管理研究所，台灣高雄。 11.溫金豐、王群孝、黃家齊、韓志翔、黃良志（2023）。人力資源管理：理論與實務。台北市：華泰文化。 12.劉俊華（2010）。e-HR系統使用績效之研究－任務科技配適觀點，未出版碩士論文，國立中正大學資訊管理所暨醫療資訊管理所，台灣嘉義。 13.蔡琇芬（2018）。資訊科技對人力資源管理功能的影響，未出版碩士論文，國立中山大學人力資源管理研究所，台灣高雄。 14.歐宜佩、陳信宏（2018）。近期數位轉型發展趨勢之觀察。經濟前瞻，第178期，頁94-99。 15.謝韻佳（2008）。臺灣高科技產業導入數位學習之研究，未出版碩士論文，國立臺灣師範大學工業教育學系，台灣台北。 二、英文部分 1. Chan, L., Hogaboam, L., & Cao, R. (2022). Applied Artificial Intelligence in Business: Concepts and Cases. Berlin: Springer Nature. 2. Dessler, G. (1976). Organizational and Management : A Contingency Approach. New York: Prentice Hall. 3. Downing, J. R., & Clark, R. S. (2007). Using Electronic Surveys in Organizational/Employee Communication Research: A Study at GE’s Global Research Center. IEEE Transactions on Professional Communication, 50(3), 249-262. 4. Gueutal, H. G., Stone, D. L., & Salas, E. (2005). The brave new world of eHR: Human resources management in the digital age. San Francisco: Jossy Boss. 5. Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136. 6. Hawking, P., Stein, A., & Foster, S. (2004). E-HR and Employee Self Service: A Case Study of a Victorian Public Sector Organization. Journal of Issues in Informing Science and Information Technology, 1, 1019-1026. 7. Jantan, H., Hamdan, A. R., & Othman, Z. A. (2010). Intelligent techniques for decision support system in human resource management. Decision support systems, 78, 261-276. 8. Jonah, S. (2023). HR Leaders Monthly: Technology for the Human Organization. Connecticut: Gartner. 9. Kavanagh, M. J., Gueutal, H. G., & Tannenbaum, S. I. (1990). Human resource information systems: Development and application. Boston: PWS-KENT Publishing. 10. Kovach, K. A., & Cathcart Jr, C. E. (1999). Human resource information systems (HRIS): Providing business with rapid data access, information exchange and strategic advantage. Public personnel management, 28(2), 275-282. 11. Kodiyan, A. A. (2019). An overview of ethical issues in using AI systems in hiring with a case study of Amazon’s AI based hiring tool. Researchgate Preprint, 1-19. 12. Kim, S., Wang, Y., & Boon, C. (2021). Sixty years of research on technology and human resource management: Looking back and looking forward. Human Resource Management, 60(1), 229-247. 13. Mejia, C., & Torres, E. N. (2018). Implementation and normalization process of asynchronous video interviewing practices in the hospitality industry. International Journal of Contemporary Hospitality Management, 30(2), 685-701. 14. Ruël, H., Bondarouk, T., & Looise, J. K. (2004). E-HRM: Innovation or irritation. An explorative empirical study in five large companies on web-based HRM. Management Review, 15(3), 364-381. 15. Raymond A. N., John R. H., Barry G., & Patrick M. W. (2018). Human Resource Management. New York: McGraw Hill. 16. Sanders, D. H. (1979). Computers in business: An introduction. New York: McGraw Hill. 17. Tai, L. (2005). Corporate e-learning: How e-learning is created in three large corporations. Pennsylvania: University of Pennsylvania. 18. Terminanto, A., Swantoro, H. A., & Hidayanto, A. N. (2017). Configurations and implementation of payroll system using open source ERP: a case study of Koperasi PT Sri. IOP Conference Series, 277(1) 19. Truxillo, D. M., Cadiz, D. M., Rineer, J. R., Zaniboni, S., & Fraccaroli, F. (2012). A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance. Organizational Psychology Review, 2(4), 340-360. 20. Trey, W. (2023). IBM’s HR team saved 12,000 hours in 18 months after using A.I. to automate 280 tasks: ‘We’re spending time on things that matter’. Fortune Magazine. Retrieved from https://fortune.com/2023/06/26/ibm-ai-automation-hr-workforce-talent-strategy-articifial-intelligence/ on June 26, 2023 21. Ulrich, D. (1987). Organizational capability as a competitive advantage: Human resource professionals as strategic partners. Human Resource Planning, 10(4), 169-184. 22. Venkatesh, V., Morris, M. G., Davis, G. B., & Davis, F. D. (2003). User acceptance of information technology: Toward a unified view. MIS quarterly, 425-478. 23. Veth, K. N., Emans, B. J., Van der Heijden, B. I., Korzilius, H. P., & De Lange, A. H. (2015). Development (f) or maintenance? An empirical study on the use of and need for HR practices to retain older workers in health care organizations. Human resource development quarterly, 26(1), 53-80. 24. Wahyoedi, S., Suherlan, S., Rijal, S., Azzaakiyyah, H. K., & Ausat, A. M. A. (2023). Implementation of Information Technology in Human Resource Management. Al-Buhuts, 19(1), 300-318. 25. Wiblen, S. L., Grant, D., & Dery, K. (2010). Transitioning to a new HRIS: The reshaping of human resources and information technology talent. Journal of Electronic Commerce Research, 11(4), 251-267. 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
111363042資料來源 http://thesis.lib.nccu.edu.tw/record/#G0111363042 資料類型 thesis dc.contributor.advisor 蔡維奇 zh_TW dc.contributor.advisor Tsai, Wei-Chi en_US dc.contributor.author (作者) 潘仁智 zh_TW dc.contributor.author (作者) Pan, Jen-Chih en_US dc.creator (作者) 潘仁智 zh_TW dc.creator (作者) Pan, Jen-Chih en_US dc.date (日期) 2024 en_US dc.date.accessioned 5-八月-2024 12:11:33 (UTC+8) - dc.date.available 5-八月-2024 12:11:33 (UTC+8) - dc.date.issued (上傳時間) 5-八月-2024 12:11:33 (UTC+8) - dc.identifier (其他 識別碼) G0111363042 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/152433 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 111363042 zh_TW dc.description.abstract (摘要) 隨著資訊科技的快速發展，企業越來越重視科技工具在人力資源領域的應用。根據2023年Gartner報告指出，人力資源科技是最重要的投資領域，企業如何佈局科技工具的應用，加深擴展其人力資源策略洞見，是值得討論的議題。 本研究透過質化訪談，探討台灣十二間金融業及科技業企業在人力資源科技方面的實際運用。研究目的包含，希望瞭解受訪企業在人力資源科技使用的實務狀況、實施成效、遭遇挑戰以及對未來的展望和計劃。 本研究結果發現：一、台灣企業在各項人力資源管理功能上已經應用多種科技工具，尤其是在招募甄選和員工關係管理方面，出現許多有潛力的新興應用；二、多數企業以成本及滿意度作為評估人力資源科技成效的主要指標；三、員工的變革抗拒及系統複雜度，是影響人力資源科技成功與否的關鍵因素；四、受訪企業一致認為，未來人力資源科技的發展將著重於人工智慧的應用。 zh_TW dc.description.abstract (摘要) With the rapid development of information technology, enterprises are increasingly emphasizing the application of technological tools in the field of human resources. According to the 2023 Gartner report, human resources technology is the most important investment area. It is a critical issue to discuss how enterprises can strategize the application of technological tools to deepen and expand their insights into human resources strategies. In this research, we discuss the practices of human resources technology in 12 financial and technology industry companies in Taiwan through qualitative research. The purpose of the research includes the current practices, implementation effectiveness, challenges encountered, and future prospects and plans regarding the use of human resources technology by the interviewed companies. The results of this study found that: first, Taiwanese companies have applied a variety of technological tools in various human resource management functions, especially recruitment, selection, and employee relationship management, where many promising new applications have emerged. Second, most companies use cost and satisfaction as the main indicators for evaluating the effectiveness of human resources technology. Third, employees’ resistance to change and system complexity are key factors affecting the success of human resources technology. Fourth, the interviewed companies agree that the future development of human resources technology will focus on the application of artificial intelligence. en_US dc.description.tableofcontents 第一章 緒論 1 第一節 研究背景 1 第二節 研究重要性與目的 2 第二章 文獻探討 4 第一節 人力資源管理 4 第二節 人力資源科技 8 第三章 研究方法 22 第一節 研究對象 22 第二節 研究流程 23 第三節 訪談問題設計 23 第四章 研究結果 24 第一節 個案公司研究摘要 24 第二節 整體研究發現 48 第五章 結論與建議 71 第一節 研究結果與討論 71 第二節 企業實務建議 74 第三節 研究限制與後續研究建議 76 參考文獻 78 附錄一 企業訪談題目大綱 83 附錄二 人力資源系統廠商使用概況 87 zh_TW dc.format.extent 1391639 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0111363042 en_US dc.subject (關鍵詞) 人力資源管理 zh_TW dc.subject (關鍵詞) 人力資源科技 zh_TW dc.subject (關鍵詞) 人工智慧 zh_TW dc.subject (關鍵詞) Human resources management en_US dc.subject (關鍵詞) Human resources technology en_US dc.subject (關鍵詞) Artificial intelligence en_US dc.title (題名) 台灣企業人力資源科技應用之探討 zh_TW dc.title (題名) A Study on the Human Resources Technology Applications in Taiwanese Companies en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、中文部分 1.吳秉恩（1999）。分享式人力資源管理。台北市：翰蘆圖書。 2.呂姿樺（2021）。e化服務，HR準備好了嗎? HR e化服務科技對組織承諾影響之探討—內部顧客關係利益的中介效果，未出版碩士論文，國立中山大學人力資源管理研究所，台灣高雄。 3.杜秉叡（2022）。人力資源數位轉型與人資科技(HR tech)的趨勢。T&D飛訊，第291期，頁1-18。 4.范瀚之（2021）。人工智慧面試官與人類專業面試官對於面試者在錄影面試中進行印象管理辨別程度之比較性研究，未出版碩士論文，國立臺灣師範大學科技應用與人力資源發展學系，台灣台北。 5.陳俊宇（2019）。人工智慧在人力資源功能的應用：台灣實務工作者的觀點，未出版碩士論文，國立交通大學經營管理研究所，台灣新竹。 6.許雅婷（2021）。商用人力資源資訊系統用戶使用之研究，未出版碩士論文，國立中山大學人力資源管理研究所，台灣高雄。 7.張宣妮（2021）。AI面試系統及個人評估問卷對於人格特質評價之練習效應，未出版碩士論文，國立臺灣師範大學科技應用與人力資源發展學系，台灣台北。 8.黃英忠（1997）。人力資源管理。台北市：三民。 9.黃美綾（2011）。即時績效管理系統對員工影響之個案研究，未出版碩士論文，國立臺灣師範大學科技應用與人力資源發展學系人力資源碩士在職進修專班，台灣台北。 10.楊美芳（2006）。企業導入人力資源資訊系統對人力資源管理效能影響之研究，未出版碩士論文，國立中山大學人力資源管理研究所，台灣高雄。 11.溫金豐、王群孝、黃家齊、韓志翔、黃良志（2023）。人力資源管理：理論與實務。台北市：華泰文化。 12.劉俊華（2010）。e-HR系統使用績效之研究－任務科技配適觀點，未出版碩士論文，國立中正大學資訊管理所暨醫療資訊管理所，台灣嘉義。 13.蔡琇芬（2018）。資訊科技對人力資源管理功能的影響，未出版碩士論文，國立中山大學人力資源管理研究所，台灣高雄。 14.歐宜佩、陳信宏（2018）。近期數位轉型發展趨勢之觀察。經濟前瞻，第178期，頁94-99。 15.謝韻佳（2008）。臺灣高科技產業導入數位學習之研究，未出版碩士論文，國立臺灣師範大學工業教育學系，台灣台北。 二、英文部分 1. Chan, L., Hogaboam, L., & Cao, R. (2022). Applied Artificial Intelligence in Business: Concepts and Cases. Berlin: Springer Nature. 2. Dessler, G. (1976). Organizational and Management : A Contingency Approach. New York: Prentice Hall. 3. Downing, J. R., & Clark, R. S. (2007). Using Electronic Surveys in Organizational/Employee Communication Research: A Study at GE’s Global Research Center. IEEE Transactions on Professional Communication, 50(3), 249-262. 4. Gueutal, H. G., Stone, D. L., & Salas, E. (2005). The brave new world of eHR: Human resources management in the digital age. San Francisco: Jossy Boss. 5. Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136. 6. Hawking, P., Stein, A., & Foster, S. (2004). E-HR and Employee Self Service: A Case Study of a Victorian Public Sector Organization. Journal of Issues in Informing Science and Information Technology, 1, 1019-1026. 7. Jantan, H., Hamdan, A. R., & Othman, Z. A. (2010). Intelligent techniques for decision support system in human resource management. Decision support systems, 78, 261-276. 8. Jonah, S. (2023). HR Leaders Monthly: Technology for the Human Organization. Connecticut: Gartner. 9. Kavanagh, M. J., Gueutal, H. G., & Tannenbaum, S. I. (1990). Human resource information systems: Development and application. Boston: PWS-KENT Publishing. 10. Kovach, K. A., & Cathcart Jr, C. E. (1999). Human resource information systems (HRIS): Providing business with rapid data access, information exchange and strategic advantage. Public personnel management, 28(2), 275-282. 11. Kodiyan, A. A. (2019). An overview of ethical issues in using AI systems in hiring with a case study of Amazon’s AI based hiring tool. Researchgate Preprint, 1-19. 12. Kim, S., Wang, Y., & Boon, C. (2021). Sixty years of research on technology and human resource management: Looking back and looking forward. Human Resource Management, 60(1), 229-247. 13. Mejia, C., & Torres, E. N. (2018). Implementation and normalization process of asynchronous video interviewing practices in the hospitality industry. International Journal of Contemporary Hospitality Management, 30(2), 685-701. 14. Ruël, H., Bondarouk, T., & Looise, J. K. (2004). E-HRM: Innovation or irritation. An explorative empirical study in five large companies on web-based HRM. Management Review, 15(3), 364-381. 15. Raymond A. N., John R. H., Barry G., & Patrick M. W. (2018). Human Resource Management. New York: McGraw Hill. 16. Sanders, D. H. (1979). Computers in business: An introduction. New York: McGraw Hill. 17. Tai, L. (2005). Corporate e-learning: How e-learning is created in three large corporations. Pennsylvania: University of Pennsylvania. 18. Terminanto, A., Swantoro, H. A., & Hidayanto, A. N. (2017). Configurations and implementation of payroll system using open source ERP: a case study of Koperasi PT Sri. IOP Conference Series, 277(1) 19. Truxillo, D. M., Cadiz, D. M., Rineer, J. R., Zaniboni, S., & Fraccaroli, F. (2012). A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance. Organizational Psychology Review, 2(4), 340-360. 20. Trey, W. (2023). IBM’s HR team saved 12,000 hours in 18 months after using A.I. to automate 280 tasks: ‘We’re spending time on things that matter’. Fortune Magazine. Retrieved from https://fortune.com/2023/06/26/ibm-ai-automation-hr-workforce-talent-strategy-articifial-intelligence/ on June 26, 2023 21. Ulrich, D. (1987). Organizational capability as a competitive advantage: Human resource professionals as strategic partners. Human Resource Planning, 10(4), 169-184. 22. Venkatesh, V., Morris, M. G., Davis, G. B., & Davis, F. D. (2003). User acceptance of information technology: Toward a unified view. MIS quarterly, 425-478. 23. Veth, K. N., Emans, B. J., Van der Heijden, B. I., Korzilius, H. P., & De Lange, A. H. (2015). Development (f) or maintenance? 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