| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 許世明 | zh_TW |
| DC.creator | Shi-ming Hsu | en_US |
| dc.date.accessioned | 2014-7-18T07:39:07Z | |
| dc.date.available | 2014-7-18T07:39:07Z | |
| dc.date.issued | 2014 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=101457028 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 人才管理所關注的是擁有關鍵核心能力的人才，基於資源基礎理論及人力資本理論，組織透過關鍵人才的辨識、接班人計畫、人才發展、人才留任來發展、延續及保留專屬內部人力資本及智慧資本，吸引人才以取得外部智慧資本，目的在於維持、創造組織差異化的競爭優勢。因此，本研究期望藉由探討各項人才管理措施的實施對組織財務及非財務績效的影響，來提供實務界在設計及執行人才管理制度時相關之參考與建議。
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。
| zh_TW |
| dc.description.abstract | 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.
| en_US |
| DC.subject | 關鍵人才辨識 | zh_TW |
| DC.subject | 接班人計畫 | zh_TW |
| DC.subject | 人才吸引 | zh_TW |
| DC.subject | 組織績效 | zh_TW |
| DC.subject | key talent identification | en_US |
| DC.subject | succession planning | en_US |
| DC.subject | talent attraction | en_US |
| DC.subject | organization performance | en_US |
| DC.title | 組織人才管理措施與組織績效關聯性之研究 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | non | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |