現今企業面臨的是一個高度競爭與快速變遷的環境，為了應付外在環境的變化及挑戰，組織必須經常檢視內部經營狀況，以進行機動快速的調整及配置，以維持競爭優勢。而人力資源規劃的最終目標在於透過人力資源的充份運用而達到組織對經營績效的需求，因此企業因應內外在經濟環境變動帶來的壓力，就須不斷地修正經營策略，而在人力發展與配置上勢必也要有所調整，使人力資源規劃與經營策略能聯結。個案公司因應公司經營策略變革及金融風暴，規畫人力資源重新配置調整及因應做法，以期持續維繫組織應有的績效及服務品質。期間因應公司經營策略變革所做的人力資源規劃，是否仍可維繫個案公司的優良服務品質，皆值得加以探究及討論。 故本研究目的主要為探討企業經營策略改變人力配置的因應措施與方案、探討及說明人力配置調整後的人力資源管理因應方案及措施，以及探討人力配置因應調整及所採配置措施之成效及對於後續營運績效的影響。研究方法為利用個案公司顧客滿意度、人員系統操作正確率、人員穩定度結果，比較及驗證人力資源配置的效果。結果得知因應組織經營策略變革所規劃的人力配置及因應措施，不但達成配合公司經營變革的目的，且亦能維繫組織績效不受影響。 Organizations are facing nowadays is a highly competitive and rapidly changing environment , in order to cope with external environmental changes and challenges, organizations must regularly review and adjust the internal operating conditions to maintain competitive advantage. The ultimate goal of human resource planning is through the fully utilize of human resources to achieve performance needs of business, so companies in response to the pressure accompanied with the dynamic environment which brought the needs to constantly adjust business strategy, and in human development and configuration should have to be adjusted to be linked with management strategies. Due to business strategy and financial turmoil, case company reconfigured human resource to continue to maintain the organization's performance and service quality is imperatively；but whether the organization can still maintain the service quality which needed to explore and verify. Therefore, the purpose of this study is to explore human resource configuration to meet the business strategies change, explore human resource practice after human resource configuration, and to explore the effectiveness of configuration measures to the impact of operational performance. Verified methods by analyzing case's customer satisfaction, the accuracy rate of system operation, personnel stability results, compared and verified the effectiveness of human resources practice. Results showed that human resource practice to meet the business strategy in response to organizational changes, not only with the company to achieve the purpose of change, and also to maintain the organization's performance.
