| 摘要(英) |
Industry competition and rapid environmental change makes some enterprises have realized that human resources are the source of competitive advantage. The accumulation of human capital can increase the adaptability of organization to environmental change, realized the best human resource management strategy could enhance the organization′s performance and human capital value. Then, why did many enterprises fail to achieve their expectation on practicing?
Most of enterprises believe that as long as they follow successful human resource program of the benchmarking enterprise and the same success achieved will come. They ignored that it is very important whether the enterprise has a model can to be as a standard of implementation, whether has a reform roadmap can to conform to their own people capacity or not (Becker, 1996, Mirvis, 1997). Without diagnosis in the time before the introduction of human resource strategy or system promote the organization, directly using the human resources measures which may be too difficult to understand or difficult to handle with to the enterprise, is leading to human resource reform failed. The enterprise is too much anxious to carry out the most innovative means of human resources, does not attach importance to the basis of human resources improvement measures, in this way, even if they are supported and invested by their CEO or high level managers, can not achieve for the expected results (Curtis, Hefley & Miller, 2011).
This study is from human resources department′s point of view, by organization diagnosis to find the potential problem that can obstruct the enterprise′s people capacity promotion. The case company C’s problem in human resource management is analyzed by data-analysis and potential people problem is analyzed by using the People Capacity Maturity Model (PCMM) as the diagnostic tool and gap-analysis. Will organize the status of people capacity situation depict a clear outline, as the enterprise to lead the Change-management of the begining. When the enterprise is facing a huge industrial competition environment changes, the human resources department can become a "partner". To combine with business trategy and human resources strategy management, to set a "step by step" change model, to plan the best and the fittest human resources management strategy, program and system, Let the enterprise is sufficient to cope with rapid changes in the industrial environment, access to competitive advantage, to respond to current challenges and steady growth. |
| 參考文獻 |
中文部份
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