The importance of human resource management (HRM) increases with each passing day. In the past, organizations only focused on the coordination and the integration between HRM and other management functions. Nowadays, with a more broad and holistic angle, we usually elevate HRM in enterprise from the strategic point of view. The role it plays in the organization becomes more active rather than passive and it puts more emphasis on the intensive cooperation between HRM and business strategies. The studies of HRM strategy in Taiwan only focus on the high-tech industry. Therefore, this study will aim at Cable TV (CATV) system industry and investigate the influence of HRM strategy by organizational life cycle and business strategy. The purpose of this study is to know how the CATV systems obtain the employees they need by recruiting and education training in digital convergence. And then we can further understand the HRM strategy in organization and its relationships with organizational life cycle and business strategy. This research adopted case study and targeted three domestic CATV firms. This study also described and explained the status of HRM in CATV system industry by case comparison and then induced the conclusions and research propositions. The results were as follow: 1. The organizations will adopt different business strategic types when they are in different stage of organizational life cycle. 2. CATV will increase the varieties of their product line in order to earn more revenues as the stage of life cycle goes. 3. The stage of the development in organizational life cycle will be affected by parent company. 4. The organizations will adopt different HRM strategy types when they are in different stage of organizational life cycle. 5. No matter at what stage of life cycle, CATV will take internal training seriously. 6. Employee turnover rate of CATV is very low, and the source of recruitment is seldom from external. 7. The HRM strategy tends to be accumulation type. However, it will shift to facilitation type when they develop new services. 8. There is a ¡§Fit¡¨ relationship between business strategy and HRM strategy; however, it changes because of parent company¡¦s effect.

Master thesis is performed on 85 pages (format А4, the font type Times New Roman, кегль 14, interlining 1.5) excluding attachments. Number of tables –30 (excluding attachments). Number of pictures – 6 (excluding attachments). Number of formulas – 0 (excluding attachments). Master Thesis consists Introduction, 4 chapters, Conclusion and Bibliography. In the theoretical part are presented the basic concepts, principal authors and definitions of the main topic. In the practical part are analyzed the general characteristics of the investigated enterprise and the activities of HR specialists about the topic, as well as the perception of the employees on the subject of investigation. On the base of received results are proposed recommendations on how to improve on multigenerational integration within the Company. In conclusion the results in accordance with object. / Магистерская диссертация выполнена на 85 страницах (формат А4, шрифт Times New Roman, кегль 14, интервал 1.5) без учета вложений. Количество таблиц - 30 (без вложений). Количество фотографий – 6 (без вложений). Количество формул – 0(без вложений). Магистерская диссертация состоит из введения, 4 глав, заключения и библиографии. В теоретической части представлены основные понятия, основные авторы и определения основной темы. В практической части анализируются общие характеристики исследуемого предприятия и деятельность HR-специалистов по данной теме, а также восприятие сотрудниками предмета исследования. На основе полученных результатов предложены рекомендации по совершенствованию мульти-генерационной интеграции внутри компании. В заключение приведены результаты в соответствии с целями исследования.