| dc.description.abstract | How to improve enterprise’s competitiveness effectively is enterprise’s most pursuing goal in recent years. As human resources management is becoming more complicated and important. Cooperation between enterprise and dispatched work agency not only allows enterprise to have more time and resources to improve overall competitiveness, but also let enterprise to concentrate its focus on challenges facing. As result, it is becoming the important tactics of existing enterprise development. Hence, this research probes into enterprise (company A) which cooperates with dispatched work agency , in terms of human resource management practices and conducts a further study regarding the enterprise management key element; “attendance stability rate” of company A.
The studied objects in the research are dispatched work agencies cooperate with company A, the service scope employee dispatching operation covers over 60 business branches (samples) of company A, spread in northern, central and southern of Taiwan. With total 53 effective questionnaires returned, the effective questionnaires return rate of 83%. This research breaks down human resource management practices into 6 perspectives of “recruitment”, “salary and welfare”, ”performance management”, “training”, “shift rotation system”, and “bonus system”. Attendance stability rate is broke down into 4 categories of “annual”, Tue~Fri”, “Mon” and “peak period”. This research will discuss human resource management practices (independent variable) and attendance stability rate (dependent variable).
Research results show: in the field of recruitment, the main recruiting channels are magazine and newspaper, but by increasing “friends and family introduction ration” also indicates positive improvement in attendance stability rate. The ration shows that manpower that has the advantage of remoteness to work, (live close by work) tend to have lower attendance stability rate. In terms of salary and welfare perspective, dispatching with hourly rate base also improves attendance stability rate. In terms of performance management, performance evaluation system does not have dramatic and obvious impact on attendance stability rate. In terms of training, the studied result shows negative correlation between attendance stability rate and training hours, whereas a positive correlation is discovered between attendance rate and training. In terms of shift rotation system, the attendance stability rate of average attendance hour between 4~5 hours is higher than average attendance hour between 3~4 hours. The higher ration of consecutive shift system is, the higher attendance stability rate is obtained. In terms of bonus system, the full attendance bonus has positive influence on attendance stability rate during peak periods. Annual year-end bonus also indicates positive influence on attendance stability rate. Based on the conclusion to further classify the “management indicator” for human resource management practices of dispatched work agency, and provide reference for company A in terms of deciding whether or not to use such mechanism or to improve current dispatched work agency performance. | en_US |