Due to the change of modern society¡¦s lifestyle, most people are single or young couple, without any support of experience, economy, and feelings from a big family. Once they face the difficulties without finding any comforter, they may choose suicide as their best way to escape problems. According to the government¡¦s formal report, there are 2,281 people dead out of suicide in Taiwan area. That means every one hundred thousand people there will be ten people who don¡¦t want to live and kill themselves. The purpose of this research is to understand how to promote the quality and the professional service of the volunteers through the operation of human resource management, including recruitment, acquisition, education training, compensation, performance appraisal, etc. Through statistics analyses, the major findings of this study are listed below: I Human resource management of volunteers influence the quality of volunteers. 1. There is a positive, significant relation between volunteers¡¦ compensation management and the mission. 2. Maintenance management also has positive relations with professional service ability and mission. II Different characteristics of the individual bring different composites of human resource management. 1. The position of volunteers has significant differences on the maintenance management and compensation management. 2. Work experiences of volunteers have significant differences on the development management and compensation management. III Different characteristics of the individual bring different quality of volunteers 1. The position of volunteers has significant differences on the mission and professional knowledge.

Abstract Owing to the change of Taiwanese political constitution. The legislator was becoming an increasingly important role in recent years. Therefore, those who aid the legislators in dealing with their affairs also play important roles. They are the legislators¡¦assistants. However, it is observed that the legislators¡¦ assistants have had low satisfaction for several years, which leads to a high rate of employee turnover. The phenomenon did have a great effect on the quality and efficiency of assembly. Thus, the aim of this study is to explore the legislators¡¦ assistants¡¦ system in terms of workers¡¦ recruitment, job orientation, training programs, welfare conditions, salary offered, job and salary match, and career development¡Ketc. This study also proposes some strategies which can assert the assistants¡¦rights. In order to understand the situation, this study takes not only participant observation method and intensive interview method, but also makes survey questionnaire to all legislators¡¦ offices. Finally, the findings are based on ¡§Human Resource Management Model¡¨ by Dr. Huang Ing-Chung¡]1997¡^ to analysis the interview and survey results. The results of the study indicate that: 1. In the aspect of acquisition management, the legislators¡¦ assistants always have heavy work pressures, overload tasks and undefined job contents. Moreover, there is neither clear criteria of recruitment nor job orientation. 2. In the aspect of development management, the job is lacking of suitable on-the-job training, performance appraisal and career development programs. 3. In the aspect of compensation management, the assistants have no formalized wage scales and positive benefits. Besides, they fail to take holidays like the employees of other companies. 4. In the aspect of maintenance management, most of the legislators seemed to prefer a more informal style of managing their employees. Therefore, they have no appropriate management styles, lacking of motivational systems and standing rules to manage employees.

The most significant challenge is ¡§ how to manage effectively organizational changes¡¨ while the organization is confronting with its strategic changes. In the course of practice, it would meet the environmental changes, effectively solidify unanimous opinions, strengthen the function of object management and the capability of managing changes, and improve the constitution of organization in order to achieve the optimal efficiency of entire operation, and estabilish the core competence of organization. Taiwan is facing to the heavy impact due to hi-tech industry move outside, especially in high-tech and high-valued semiconductor industry. And now the high-tech companies are facing to the transform of industry structure. The most important is how to enhance the competitive advantage to them. Besides operational efficiency, the speed is another critical factor to face the character of semiconductor industry either changing frequently or fast changing environment. Markets and tasks are both diversified and changeable, and the timing is also compressed quickly. Not only business operation has to accommodate with quick changes of environment, but also change ahead of marketing changes. The key point is to create or search the competitive niche for each company. Even though the strategy and organization structure will be changed for the need of the marketing environment, the factors that affect the organization structure including environment and strategies also have influence on organization operations as well as organization control and efficiency. But in the process of organization changing, not only focus on the adjustment of organization structure but further aware of the transform of corporation constitution and the development of human resource. In general company¡¦s performance of appraisal is based on the strategic plan, policy deploy and the calculation of the balance score card which are focused on the management of objective between inter-departments or stratums, but neglect the horizontal leakage among the departments or interspersions, and combine work tasks with the targets of individual development in the future. I create a ¡§combined sheet of the career plan¡¨ which improves the aforesaid defects, and make a more complete career plan sheet with illustrative case. In view of the practical experience personally, I realize that the most critical point is the personal expectation and permission in the course of organizational operating systematically. The combined sheet of the career plan also link up the targets of work tasks and individual development. In the meantime, the company fits with complete performance appraisal in order to induce and motive employees to set up some targets of individual development combined with work targets that would go deeply into the motivation and be lasting of work targets for employees. In this way, the employees will both give consideration to the performance in the personal and company. A semiconductor company, the study case of the thesis, experienced organizational regroup many times. The study focused on the different organizational types, the model of managerial operation, and the positive and negative influences on the organizational efficacy and internal control. The study in the aspect of organizational structure and changing management was involved deeply, and the environment and strategies was also described to some extent. The procedure of this study was mainly through the interview and review on the relevant reference documents related to the subject of organizational structure and changing management, meantime to have a better understanding on the development of regroup in the company for further analysis and presenting the proposal to the company, and expect to establish a valuable managerial model of organization change to improve the defects of organizational management, and to be applied in the progress of plan and management for reference.

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In recent years, the business world is a fast moving and rapidly changing economical environment. From the practices of Human Resource management, it is an issue that many business organizations have lots of interests in how to maintain their competitive workforces, effectively reduce turnover, and to minimize the training cost. As we all are aware that Human Resource Management department is recognized as one of business partners in the organization. We deploy the limited resources provided to the critical activity of Human Resource Management, to elevate job satisfaction and to remain the employees in company. The research is focus on exploring the effects of Human Resource Management practices on job satisfaction and retention. And also discuss the mediating effects of job satisfaction between the Human Resource Management practices and retention. The results indicated that (1) The Human Resource Management practices will improve job satisfaction. (2) Job satisfaction will advance the intention to retain of the employees. (3) The implementation results of the Human Resource Management practices will advance the intention to retain of the employees. (4) Job satisfaction does have mediating impact on some Human Resource Management practices and the intention to retain of the employees.

Abstract ¡@The research is to find factors influencing HR departments¡¦ strategic involvement in organizational decision making process and understand their effects. This research included the cognitions of HR department and other departments in an organization to test it¡¦s hypotheses. ¡@Questionnaires were issued to enterprises with over 200 employees; 62 dyad questionnaires were issued, and 51 ones returned and were all valid. With statistical analysis including paired-sample t-test, one-way ANOVA and regression, we attempted to examine whether the strategic involvement of HR department is affected by HR services provided, strategic function of HR department, HR service quality and expectations of the other departments toward HR department. ¡@After the empirical analysis, we got the conclusions as follows: 1.The cognitions of HR department strategic involvement between HR department and other departments have a positive relationship. 2.HR services provided by HR department have positive impacts on its strategic involvement. 3.Strategic function of HR department has positive impacts on its strategic involvement. 4.HR service quality has positive impacts on the HR department¡¦s strategic involvement. 5.Expectations from other departments to HR department have insignificant discrepancy on HR department¡¦s strategic involvement. 6.Position level of HR head have insignificant impacts on HR department¡¦s strategic involvement.

Due to under intense competitions and uneven resource allotments, many medical institutes are not only being pushed ahead with their medical technology but also constantly improving their medical management and efficiency for achieving higher medical quality. In Taiwan, it takes ten years to train a doctor; however, it is possible to have a NP (Nursing Practitioner) to substitute partial capacity of a resident; as long as the NP has equivalent working experiences, a short-term training and also to pass exams as well. Therefore, using a qualified NP in medical institutes is a more economical and practical way of utilizing human resource benefits; as far as for the medial caring services it also has a substantive significance. This study is a research that is based on a certain southern teaching medical hospital¡¦s doctors, nurses, patients, medical services and other medical related people.It is divided into two parts to proceed: first, collect information from quality based researching interviews of targeting people in order to study their perspectives toward to the system of NP. Then, a quantifiable survey is being designed according to the result of the interviews and some other verified literature content; therefore, the merit of NP can be proven by the medical hospital¡¦s human resource efficiency trend.Further discussion on whether medical professional personnel attributes can affect theperception of NP; to anticipate an establishment of independent NP system in the future medical system. According to the research results: (1) 51.8% participants of the interviews think that the establishment of independent NP system is not only a demand from hospitals, doctors as well as the patients. It may even promote overall hospitals management efficiency. The demand 28.4% accounts come from doctors; to a certain extent that many participants believe to establish an independent NP system can possible to share an appropriate amount of doctors¡¦ workloads. 47.2% participants believed that the act of NPs in medical system is ¡§Physician Assistant¡¨. In addition, about 50% participant thought that the NPs can substitute residents and they can cut down cost,be economized the use of manpower training time, improve efficiency, promote medical service quality and so on. (2) A remarkable difference in ¡§Expanding System Construction Interface¡¨¡]F=3.495¡Ap=.018¡^is found because the participants come from different age groups. The younger participants are, the lower they score. Thus, it is possibly to say when come to develop nursing care network and community medical caring Expanding System Construction Interface that the younger medical professionals are, the lower understanding and less recognizing they are. (3) According to different seniority of every single interface variance analysis; the differences of seniority medical professionals in ¡§Expanding System Construction Interface¡¨¡]F=4.153¡Ap=.008¡^, after comparing with Scheffe¡¦s method,has scored above an average: above five years > 3-5. In comparison, one who has more seniority has obtained a higher score. (4) Monthly income in the SubstitutionConstruction Interface (F=3.174, p=.046) has a remarkable difference. According to the description of personnel attributes; doctors who have the average monthly income above 120,000NTD have occupied the majority (38.2%). However, in comparing with other categories; to provide resident's immediate supports, as well as others¡¦ understanding and recognizing of the NPs have obtained a lower score. The purpose of this research is to believe that there should be more explicit direction and further related implementation in all the future hospital policy, in order to enable the NPs to make full use of their ability. At the moment, there is a rather vague definition of NPs¡¦ job in Taiwan; in fact, the establishment of NPs¡¦ system has not much explication either. Therefore, while evaluating overseas¡¦ system, method and training, it may not be approved by the present medical professionals without envisaging a thoughtful systematic construction first. However, according to the findings of this research; it is necessary to have a further discussion. It is to suggesting a future specific and comprehensive plan: expanding case acceptance throughout all level of hospitals in Taiwan to promote the result of inference; designing a further discussion survey of focusing on NPs¡¦ beneficial results as for the future research foundation.

Business consultancy mainly offers consultation such as general managing, manpower training, analysis, planning of system and improving, services of coaching to enterprises. How the business consultancy firm let one's own consultants possess enough knowledge, experiences and technology will influence the development of the business consultancy firm. As to small-scale business consultancy firms, they employ less employees so most of them are unable to execute as the models and methods of regular human resource management; however, if only the medium and small business consultancy firms still need to hire consultants, they have to deal with the practical process of human resource management. This research is analyzed and summed up to actual practices of human resource management of small-scale business consultancy firms of Taiwan in-depth interview way. This research finds out the result to the present situation of the business consultancy firm, and realizes the application in the practice of human resource management in small-scale business consultancy firms. Sum up the following conclusions finally: 1. The method characteristic of employing talents: In knowing-well prerequisite, don't use the disclosure employee channel; recruit the staff according to the development of business, pay attention to the staff's initiative study, and use staff's efficiency to maximize. 2. The method characteristic of fostering talents: There isn¡¦t the norm of educational training in stipulation and the way of master and apprentice. 3. The method characteristic of retaining talents: It is not a reward and simple system rule of the money.

Common Future Way (CFW) is an international training program initiated by Iveco, a subsidiary of Fiat Industrial. By examining each module of this program – recruiting, employment terms and liabilities, training process, post training positioning, compensation and career development – this paper will explain how multiple factors due to the cultural differences between Eastern and Western societies affect new Chinese employees in an Italian-Chinese joint venture in a negative way. Recommendations on how to improve new employee retention under this international context will be given at the end. / text

The primary purpose of this study was to determine if a relationship exists between specific demographics of U.S. Army Company Grade Officers that have completed the U.S Armys Captains Career Course (CCC) in Maneuver, Fires and Effects and their self-perceived capacity to perform as a successful Company Commander. This study included six objectives. The research hypothesis states: Company Grade Officers in the U.S. Army who have held a command position prior to completion of the CCC will have higher self-perceived abilities to function as a successful company commander than those who have not held a command position. The instrument was a combination of a U.S. Army Leader Behavioral Scale (LBS) consisting of 87 items and a researcher designed, 21 item, personal and professional demographic questionnaire. A total of 903 surveys were personally distributed and collected by the researcher with 844 surveys identified as usable for the study. All respondents remained anonymous. Findings of the study revealed Very Good to Good degrees of self-perceived command ability by the majority of the respondents. Factor analysis was used to verify the existing eight LBS sub-scale factors. Within the regression analysis none of the variables explained a significant portion of variance in the self-perceived command abilities, resulting in zero significant regression models. Finally, the researcher could not reject the null hypothesis, leaving the alternative hypothesis unproven. A conclusion of the study found OD CCC completers hold a Very Good self-perception of their ability to command. This conclusion is based upon study data, where, 67.3% of the LBS means were within the researchers survey response scale score of Very Good, and the remaining 32.7% identified as Good. Recommendations for research is the additional study of the self-perceived command abilities of both OSD and FSD officers completing the CCC, not just OD. Furthermore, the establishment of a longitudinal study beginning with an officers commissioning source to investigate self-esteem versus self-perceived ability. Overall, the variables considered within the study provided no significance or influence outside the expected random error with regard to an officer who has completed an OD CCC and self-perceived command ability.