人力資本投資與組織績效之關聯; The Relationship between Human Capital Investment and Organizational Performance

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Title:	人力資本投資與組織績效之關聯;The Relationship between Human Capital Investment and Organizational Performance
Authors:	陳文獻;Wen-Shien Chen
Contributors:	人力資源管理研究所
Keywords:	組織績效;人力資本投資指標;人力資本;organizational performance;human capital;human capital index
Date:	2004-06-07
Issue Date:	2009-09-22 14:05:28 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	人力資本投資是組織塑造持續競爭優勢的利器。Drucker（1993）指出未來企業最重要的投資不再是機器、廠房、土地和設備，而是對人員及知識的投資。因此，本研究即在探討組織人力資本的投資對組織績效的影響，進一步瞭解人力資本在組織所創造的經濟價值。本研究以台灣目前所有上市、櫃公司為調查對象，資料蒐集透過問卷發放和各公司年報公開的次級資料，使資料取得較為完整而客觀。此次研究調查，共發出1040份問卷，有效回收數目為154份，回收率14.81%。研究結果發現，人力資本投資對組織績效各項指標皆有顯著的影響。而訓練投資方面的人力資本指標和組織績效的研究結果產生一個可探討的議題。公司受訓人數比例和投資在每人訓練費用對於組織的獲利率、每股盈餘和員工產值具正向顯著影響，而間接員工平均受訓時數卻對公司獲利率產生顯著負向影響。這說明訓練除了數量和時間等量的效果外，對於訓練的內容和型態等質的效果，更是影響組織績效表現的關鍵因素。對於此次研究的過程中發現，人力資本投資指標在組織中的留存和落實，是人力資源部門在管理上急須去著重的課題。人力資源工作者欲提升自身存在之價值，妥善地運用人力資本投資指標，加以保存和落實，是創造個人實質貢獻的關鍵。 Human capital investment is a crucial factor for companies to maintain and create their sustainable competitive advantages. Drucker pointed out that the most important investment in future is investing in people and knowledge. Therefore, the main idea of this research focuses on the organizational performance and the economic value within the corporate that will be influenced by the human capital investment. The sample of this research includes all TSE（Taiwan-Stock-Exchange）and OTC（Over-The-Counter）companies. In order to get further information, 1040 questionnaires have been sent and the response rate is around 14.81%. The result indicates that human capital investments have significant influences on each organizational performance index. In addition, an interesting issue can be found between human capital investment emphasized on training and organizational performance. The percentage of employees trained and training dollars per employee have positive impact on profit, earnings per share, and employees’ productivity. However, there is a negative relationship between the average training hours in indirect labors and company’s profit. As a result, it suggested that the quality of training is more important than the quantity to enhance the organizational performance. Furthermore, this study also finds the accumulation and implementation in human capital investment index are critical topics for human resources department to cope with. Hence, the suggestion of creating the supplementary values of human resources workers for organization is to properly utilize human capital investment index.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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