企業為求成長與永續經營變革乃必須的歷程，而徵諸許多變革歷程的資料，人力資源管理所扮演的角色與功能已經日益突顯，從以往執行者角色，逐漸蛻化成推動變革者，策略夥伴的角色。 　　而全球化、新科技、人力市場結構的急速變遷以及市場回應速度，更使得人力資源管理在變革中所承擔的功能越趨複雜，實有必要深入探討。 1) 將變革人資與六標準差一並做研究，恐會備多力分，宜更加緊約，俾 能更邏輯。 2) 部分資料引用係次級資料宜加以改進。 3) 資料求證上因受到限制，致未能完全達到測試期求結果。 4) 應在財務成效外繼續研討組織變革與策略在變革上做更進一步研究。 5) 較偏重訓練對變革的影響，宜擴及至其他人資功能在變革過程角色 的研究。 / For the rapid growth and sustainable management purposes， Change has become an inevitable process in many businesses， however， the role of Human Resource to participate in managing change now is more prominent than ever from time to time， from the implementer in the earlier stage， gradually becomes the change facilitator and even now the partner during the strategic decision stage. Globalization， new technology， the fast changing of human market infrastructure， and the need of quick response for market situation， enable the function and role of Human Resource to be more complicated， and this is main purpose for this study， to study the role and function of Human Resource on managing change. 1) It was rather difficult to integrate change ，sigma and Human Resource together to complete this thesis， and more logic process should be address. 2) Some data and literature are from sub level， should be improved. 3) It was a little regret due to the condition and limitation during the survey process， the accuracy of some result are below the expectation， should be improved then as we make the similar study. 4) Most result are based on financial performance， should be expanded to the organizational development and strategy. 5) Too much emphasized and focus on the impact of training，and some other HR functions like performance management，moral and motivation should be further studied.