本研究以國內外學者對於人才管理及組織績效的相關理論與文獻為基礎，針對國內30家企業為研究對象，以問卷方式發放填答，並採用公開資訊觀測站、財務報表等書面資料資訊作為次級資料分析，利用迴歸分析探討人才管理措施與組織績效的關聯性。本研究假設驗證結果發現，整體人才管理措施、關鍵人才辨識與人才留任皆與組織客觀、主觀績效具有正向關連性，此外，人才發展與組織主觀績效具有正向關連性，而人才吸引與組織客觀績效具有正向關連性。
;Talent management concerns about the people who own core competencies. Based on Resource-Based theory and Human Capital theory, organizations implement talent management activities such as key talent identification, succession planning, talent development, and talent retention to develop and retain internal human capital and intellectual capital. Attracting talent is a way to get external intellectual capital. The purpose of talent management is to sustain and create of differentiation competitive advantage. Therefore, the major purpose of this study is to aims to investigate the impact of talent management on the organization′s financial and non-financial performance. I discuss practical implications and future research directions for talent management and organizational performance.
Based on scholars relevant theories and literatures for talent management and organizational performance, in this study, using the survey result from thirty companies of Taiwan by questionnaire and supported by the data from Market Observation Post System in Taiwan Stock Exchange Corporation, Financial Reports and Public Information, I used regression analysis to examine the hypotheses to conclude that talent management, key talent identification and talent retention positively impact the organizational financial and non-financial performance. Talent development positively affects the organizational non-financial performance. In addition, talent attraction positively affects the organizational financial performance.
