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高绩效人力资源实务做法比较与探讨 — 以台湾公司、大陆公司和在台美商公司为例

【中文摘要】:本研究採用质性研究的方式 , 访谈九家公司 , 分别是在台湾的三家美国子公司、三家在台湾的台湾公司及三家在大陆的大陆公司 , 同时收集分析次级资料。这九家公司的背景不同 , 所处的产业也不同 , 唯一相似之处是员工的文化背景大致相同(不论在台湾或大陆 , 大多数的员工都是华人) 。在这些情境下 , 经研究分析 , 有些高绩效人力资源工作实务的做法 , 被所有公司採用 , 例如 : 严格甄选、团队运作与决策权下放、奖励性的薪酬制度、广泛的训练。同样在这些情境下 , 也有些高绩效人力资源实务的做法 , 没有被一致性的採用 , 例如 : 雇用的安全性(不因策略错误而轻易裁员)、减少阶级差距、分享资讯。本研究发现 , 一家公司採用何种人力资源做法 , 受到公司背景与员工背景的相互影响。

本研究也发现 , 有两项正在进行中的高绩效人力资源工作实务趋势。一是人力资源工作实务会随着所处地域的文化背景,所处的行业背景, 科技的进步,员工的组成背景等各项因素, 而需要不断的进行调整 , 才会是符合公司自身需要的 “高绩效人力资源工作实务” ;二是透过积极性的运用这些“高绩效人力资源工作实务”, 在短时间内培养优秀的高潜力人才, 为公司创造高绩效。

另一项研究发现是将这些访谈公司依不同的背景与特性做分组 ,发现差异性较大的人资工作实务是“雇用安全性”与“ 减少阶级差距” 。处在非高科技行业的公司、本土公司或华人企业, 比高科技公司、国际化公司或外商, 更倾向于採行“雇用安全性”, 但相对而言, 高科技公司、国际化公司或外商,比非高科技行业的公司、本土公司或华人企业, 更倾向于採行“减少阶级差距” 。
关键字:高绩效人力资源工作实务、人力资源、雇用安全性、减少阶级差距、高绩效人力资源工作实务趋势
【英文摘要】:This study adopts qualitative approach , through interviewing with nine case companies ( including three American subsidiaries in Taiwan , three Taiwanese companies in Taiwan and three Chinese companies in China ) as well as secondary data collection to understand how they implement High Performance Work Practices (HPWP). The nine case corporations have different background and are in different industries. However , most of their employees are Chinese (in Taiwan and China) and have the same culture background.

This study finds out some of the HPWP are implemented by all companies , like Selective hiring、Team & decentralization、Compensation contingency、Extensive training. On the other hand , some of the HPWP are not implemented by all companies , likeEmployment security、Reduced status distinctions、Sharing information.At the same time this studyfinds outthatcompany’s background and employees’ background will affect how the company carries out HPWP.

This study also finds out two ongoing trend of High Performance Work Practices :(1) Continuous modification HR practices to be the update HPWP ; (2) Aggressive application HR practices to develop high performance talents.

Another finding is that , all case companies are grouped according to the different perspectives , non-high-tech corporations , local enterprises or Chinese enterprises are more willing to adopt “employment security” than high-techcorporations , multinational enterprises or Non-Chinese enterprises. On the other hand , high-techcorporations ,or multinational enterprises , or non-Chinese enterprises have fewer status differences than non-high-tech corporations ,or local enterprises , or Chinese enterprises .

Keyword:High Performance Work Practices 、Human Resources 、Employment Security、Reduction of Status Differences、Ongoing Trend of High Performance Work Practices
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  • 来源:中山大学;作者:吕芳进
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