全球化人力資源管理之研究─以H公司為例

NCUIR > School of Management at National Central University > Executive MBA > Electronic Thesis & Dissertation > Item 987654321/49054

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/49054

Title:	全球化人力資源管理之研究─以H公司為例
Authors:	謝兆有;Charles Hsieh
Contributors:	管理學院高階主管企管碩士班
Keywords:	全球化;全球化組織;人力資源管理;Human Resource Management;Global Organization;Globalization
Date:	2011-07-12
Issue Date:	2012-01-05 15:14:45 (UTC+8)
Abstract:	在高速飛航器、網際網路與通訊高度發展的世界，一個地球村已經成型。企業面對全球的改變而要存活及與競爭者抗衡已擺脫不了這股全球化競爭與全球化趨勢。為擴展全球業務，全球人才的取得扮演重要因素，公司必須建立妥善的人力資源管理系統來維持競爭優勢；人力資源單位也需依據公司營運擴展的任務與策略來調整及設計新的政策與計劃。因此，本研究的議題有：一、全球化企業為求全球運籌成功，人力資源管理制度如何因應內外環境衝擊而調整，如何在母國與當地文化間取得最佳之平衡並發揮最大人力資源管理成效以取得內外部競爭優勢。二、面對全球人力資源管理時，人力資源管理專業人員應如何調整與注意全球化人力資源管理之問題及可能面臨之挑戰。三、如何與全球各種不同文化背景的國家的人力資源打交道，運用跨越不同文化的管理風格和管理方法，讓全球化企業在不同國家地區也能有效管理人力資源。四、面對全球人力資源管理時，在員工之甄選、訓練、發展、薪資等多項議題上，如何做出較適當可行之規劃。從H公司的個案研究中，人力資源單位與人員在組織與政策上做了必要的調整來支援公司全球化營運，成果算是在可接受的水準。人力資源也訂定一些相當好的政策如外派政策與訓練地圖等，支持H公司全球組織的運作。然而，有關人力資源組織與人力資源功能的各項基本工作，仍有很大的改善空間。就此而論，人力資源應強化企業人資的功能，縮短各國與各區域間文化距離與人力資源實務的差距。人資單位與人資人員在全球化競爭與不斷的全球化趨勢下，更應勇敢面對並有能力自我改與自我學習。也要對公司營運的技術、知識與營運策略有更多的瞭解，才有能力設計更適切的政策與方案來支持公司的全球營運。 The world of highly developed internet, communication and speed aircraft; a global village has formed. An enterprise encountered the global change which wants to survive and compete with the competitors; it can not get away from the globalization trend and global competition. Then, the expanding global business, the gain of global talents will play an important role. A company has to establish a well-design global human resource (HR) management system in order to maintain the competitive advantage. The HR department also has to adjust and design new policies and programs according to the mission and strategies of company operation expanding. Therefore, the following themes will be raised in this study. 1. How to adjust the HR management system in accordance with the impact of environment changes to support global operations and how to balance the culture differences between the home and host country to obtain the inner and outer competitive advantage. 2. How should the HR personnel to adjust mind set and pay attention to the problem and challenge while encountering the globalizing HR management. 3. How to deal with the HR personnel with different culture background and to make the HR work in different countries. 4. How to design applicable HR programs for company in terms of talent selection, training & development, and compensation…etc. while encountering the globalization HR management. In H company case study, it was found that the HR department and personnel took necessary adjustment no matter of its policies and organizations to support the company globalization operations with acceptable level. It made some excellent works and policies, such as overseas assignment policy and training roadmap, for HR system to support operations of global organization of H Co. However, there is still a big room for HR to grow in respect of HR organization and fundamental jobs of HR functions. In this regard, it should to enhance the Corporate HR function to shorten the culture distance and HR practices in different regions and countries. HR and its personnel should have the abilities to embrace the globalization and take change & self-learning under the continuous globalization trend and global competition environment. HR personnel should also learn more company operation technology, knowledge and operation strategies in order to make much appropriate policies and programs to support global operations of company.
Appears in Collections:	[Executive MBA] Electronic Thesis & Dissertation

Files in This Item:

File	Description	Size	Format
index.html		0Kb	HTML	697	View/Open

社群 sharing

Loading...