Foreign business bank for pursue growth their and survive, adopt outside grow up strategy - make transnational merger agitation sweep across the whole world from American-European countries; Local banks and financial institution are amalgamated successively since 2007 in Taiwan, make this research M&A the discussion of the strategy of human resources management about the transnational financial group, plan to probe into together to the component of relevant human resources strategy while M&A. M&A in different stages of the local bank through foreign business bank, the role and adopting the human resources strategy that human resource department acts, make a analysis and make a self-criticism, M&A abroad as financial circles of our country or financial circles of our country of merger and acquisition of other foreign business banks, the human resources strategy of getting on the transnational merger and acquisition of financial services industry are correlated with the normal reference that adjust, in order to offer my humble opinion of several improvement for transnational merger of the financial services industry. Sincere as described above, originally research and propose the main research purpose: 1. Foreign business bank consider what it will be factor while being managerial while being other to human resources management in transnational merger and acquisition¡F2.Before M&A, the human resources management strategy which both sides adopt in management¡F3.While M&A the human resources management strategy which both sides adopt in management¡F4.After M&A, the human resources management strategy which both sides adopt in management. In this research, go on by way of interview of case mainly, it is two foreign business banks altogether and accept interview, hope in can have more scholars go on to study field this while being in the future too. This result of study points out, should be participated in M&A trade activity in the whole journey soon in the previous administrative department of human resources of merger and acquisition, act strategy plan role, because human resources management strategy can reduce merger and acquisition problem of course take place effectively; Cooperate with the capital of human in advance to check information at the time of merger and acquisition, can find that hide the factor that destroys merger and acquisition and succeeds ahead of time, sketch the contours of company's development plan and wish the scene in the future, in order to consider the policy which organizes adjustment completely, can increase key personnel's commitment; Cooperate with the implementation of the score card of the equilibrium to grasp the execution effect planned in merger and acquisition and feedback chasing after merger and acquisition? Revitalize management strategy and direction of new organization, enable all efforts in human resource department to connect to the milestone, guarantee the procedure can focus on and accomplishes the task of M&A in right time continuously. So this research proposes, support human resource department to give play to the strategy partner role in initial stage for merger and acquisition, participate in M&A the course in the whole journey, can give play to the productivity of organizing effectively, reach and M&A the comprehensive result.

Securities investment trust industry was in fact an oligarchy in Taiwan. Under the restriction of governmental regulation, there were only China(¤¤µØ), International(°ê»Ú), Abn-Amro (¥úµØ), and National(«Ø¥°) securities company in existence before 1992. As the development of global financial liberalization going and the effort of government trying to join WTO, domestic financial policy is growing wide open. The threshold for the establishment of securities investment trust corporation company has been constantly adjusted since 1995; moreover, the qualification for being a shareholder of securities investment trust corporation company is loosen. The possibility of establishing securities investment trust corporation company with 100% foreign funds or domestic funds has attracted national and international corporations to establish investment trust corporation company in Taiwan. There were a total of thirty-eight (38) investment trust corporation companies in Taiwan by the end of 1999. A fund management company must be a financial institute that is stable and capable of providing investors with long-term profits. However, the newly born domestic securities investment trust corporation company has indeed grown rapidly but learned from the hard way too. The turnover rate of management is beyond imagination. According to the statistics of Investment/Trust and Investment Consulting Association, managing director of securities investment trust corporation company lasts for only 16 months in general up to 1999. In fact, there are only six (6) managing directors with a seniority of two (2) years that responsible for fund management amounts to NT$774.2 billion. The rapid growth of securities investment trust corporation company has reinforced the need of securities investment and trust company for professional managers; therefore, competition is brutal, turnover rate of employment is high, and operational risk is severe. The securities investment trust corporation industry relies its operation heavily on ¡§talents.¡¨ No matter it is for the promotion of fund business or the management of fund assets, it is done by ¡§people.¡¨ Therefore, the number of people and the quality of talents do affect operation and business performance; therefore, the importance of human resources management strategy goes without saying. Securities investment trust corporation industry in Taiwan will be discussed in this study with a focus on the impact of business environment, business characteristic, business strategy, and human resources management strategy on operation performance. Interviews will be conducted in accordance with the content of questionnaire; also, research hypothesis will be verified through statistical analysis. It is concluded from research result that there is a significant relation existed between business environment and business strategy; also, business capabilities and business strategy; and business culture and leadership. There is a significant positive relation between the application of ¡§human resources management strategy¡¨ and ¡§investment differential strategy,¡¨ ¡§number of workers,¡¨ ¡§information control,¡¨ and ¡§number of beneficiaries.¡¨ On the contrary, there is a significant negative relation between ¡§the establishment of branch office¡¨ and ¡§human resources management strategy.¡¨ If all variables do comply with human resources management strategy, operation performance could be upgraded. Moreover, once securities investment trust corporation company adopts ¡§investment differentiation strategy,¡¨ the application of ¡§human resources management strategy¡¨ will be with an orientation of ¡§accumulative¡¨ strategy. Once investment and trust company starts establishing branch office, in other words, once organizational operation is in a larger scale, the adoption of ¡§human resources management strategy¡¨ will be with an orientation of ¡§accumulative¡¨ strategy. It is also concluded from the study that a securities company with business capabilities outperforms the one without. Recommendation is made to securities investment trust corporation company in accordance with research result regarding the importance of human resources department or unit. At the time of drafting up human resources management strategy, it is important to give it a thorough and complete consideration and match it up to organizational business strategy in order to regulate appropriate human resources management strategy and to improve organizational performance. Moreover, the management should strive to develop the core competitiveness of company and to control its competitive advantages. We would like to suggest the successors to exercise multiple criteria for performance evaluation; also, to expand the scope of research in order to improve research value.

This diploma thesis deals with human resources management in a selected company with an emphasis on revealing deficiencies in the analyzed area of management and suggesting possible improvements. The main objective of the thesis is to analyze human resources management in a particular company, to reveal the strengths and weaknesses of this system and then to propose real improvements. The subject of this diploma thesis is the human resource management system of selected company. The object of the research is an anonymous company. The diploma thesis is divided into three main parts. In the first part of the thesis based on the theoretical backgrounds in human resources management and personnel management the basic concepts were formulated and defined as the main pillars of the research. The second analytical part is devoted to the results of research conducted in the company and, in particular, to direct interviewing methods through structured interviews, questionnaires and workshop prepared with external company. The third, final part brings suggestions and therefore presents the strengths and weaknesses of the human resources management system described in the previous section and provides recommendations on how to improve it. At the end of the thesis, the most important research findings are presented.

Esta tese teve por objetivo investigar a reflexividade como componente estratégico na prática de Gestão de Recursos Humanos (GRH) e na contribuição crítica da Psicologia das Organizações e do Trabalho (POT) frente aos desafios da alta modernidade. Tomando como referencial a Sociologia de Anthony Giddens, os atores são capazes de elaborar, no contexto das relações sociais em que estão inseridos, as condições da sua própria ação e a do outro, confrontando aquilo que a organização diz ser da forma como é compreendida. Ao mesmo tempo, o estudo revelou que os atores esperam poder contribuir e agregar valor para a organização, pela dimensão cognitiva que possuem. Isso porque os atores produzem reflexão sobre os processos nos quais estão envolvidos, queira a empresa ou não, construindo experiências pessoais com alta potencialidade de informações e conhecimentos para a GRH realizar o auto-monitoramento contínuo, identificar gaps existentes e aperfeiçoar as práticas adotadas que podem ser, assim, reconstituídas ou reorganizadas. O presente estudo, tomando como objeto de investigação empírica o processo interno de seleção de pessoas de uma empresa, analisou o quanto o conhecimento produzido pelos atores, uma vez ignorados diante da ênfase dada aos sistemas técnicos especialistas, fechados à participação pela ausência deliberada de espaços dialógicos, pode levar a perdas de referenciais e sentido, levando a uma situação denominada neste estudo como labirinto organizacional. O estudo conclui que um processo interno de seleção de pessoas vai além da escolha do candidato mais habilitado para exercer uma determinada função, pois é capaz de revelar também a forma de ser da própria organização, seu auto-retrato, na visão dos diversos atores envolvidos no processo. O quadro teórico elaborado com os conceitos de Giddens foi aplicado, neste estudo, às experiências elaboradas pelos atores quando questionados. A pesquisa demonstrou a condição e o potencial dos atores de transformarem a estrutura existente, como um Teseu contemporâneo que entra no labirinto com um projeto, agente ativo no uso reflexivo da razão como fio lógico para si que move os seus passos dentro da organização. Trata-se da experiência oposta à figura do Minotauro, submetido de forma passiva aos limites impostos pela estrutura. Ligar essas experiências é um exercício de construção que remonta ao hipertexto, como contra-labirinto, que conecta experiências e oferece um sentido para o agir organizacional. O resultado da investigação sobre a visão dos candidatos e psicólogos selecionadores mostrou que criação e análise das práticas, exploração e leitura das experiências vividas, potencializa a reflexividade institucional como condição para modernização das organizações ao fortalecer o papel dos atores como agentes ativos / This thesis aimed at investigating reflexivity as a strategic feature of Human Resources Management (HRM) linked to the critical contribution of Work and Organizational Psychology (WOP) within the facing up to the high modernity organizational challenges. Grounded in the Anthony Giddens Sociology, it scrutinized actors capacity to elaborate the conditions related to their own and others actions within the social contexts they are settled in by withstanding organizational narratives about what is being done by management. Additionally, it analyzed actors expectations of their own contribution to the organization by adding value through the offering of their own cognitions to the organization. Their expectations stem from their reflexivity on the processes they are involved in through which, be recognized or not by the enterprise, they produce a wide range of knowledge and information potentially fertile for the accomplishment of HRM selfappraisal, the identification of existing gaps and the amelioration of its practices. Taking the process of personnel selection as the target of scrutiny, this study analyzed the extent to which the knowledge produced by organizational actors is ignored by the organizational preference for the information produced by expert systems which are hemmed in to any kind of participation due to the lack of dialogical spaces. This situation produces loss of meaning and of references thus creating a kind of organizational maze. The empirical findings disclosed that an internal process of personnel selection goes beyond the choice of the most competent applicant for a particular position since it is enabled to disclose the way the organization works and its self-portrait according to actors views. Actors experiences were matched to the theoretical framework. Yet the findings confirmed actors potential competence to contribute to the transformation of the existing organziaitonal structure, as contemporary Teseus enter into the maze having a project as an active agents enabled to apply reflexivity by using the logical thread to move within the organization. Actors experience withstand Minotauros situation which was passive within the boundaries imposed by the maze structure. The scrutiny of those experiences hints at the hypertext as a sort of counter maze since it relates and offers meanings to the organizational action. Finally, the findings which emerged from the comparison of applicants with psychologists views put into light the potentiality of the analysis of procedures and the reading of experiences to enhance institutional reflexivity as inputs for organizational development since it gives momentum to actors roles as active agents

Esta tese teve por objetivo investigar a reflexividade como componente estratégico na prática de Gestão de Recursos Humanos (GRH) e na contribuição crítica da Psicologia das Organizações e do Trabalho (POT) frente aos desafios da alta modernidade. Tomando como referencial a Sociologia de Anthony Giddens, os atores são capazes de elaborar, no contexto das relações sociais em que estão inseridos, as condições da sua própria ação e a do outro, confrontando aquilo que a organização diz ser da forma como é compreendida. Ao mesmo tempo, o estudo revelou que os atores esperam poder contribuir e agregar valor para a organização, pela dimensão cognitiva que possuem. Isso porque os atores produzem reflexão sobre os processos nos quais estão envolvidos, queira a empresa ou não, construindo experiências pessoais com alta potencialidade de informações e conhecimentos para a GRH realizar o auto-monitoramento contínuo, identificar gaps existentes e aperfeiçoar as práticas adotadas que podem ser, assim, reconstituídas ou reorganizadas. O presente estudo, tomando como objeto de investigação empírica o processo interno de seleção de pessoas de uma empresa, analisou o quanto o conhecimento produzido pelos atores, uma vez ignorados diante da ênfase dada aos sistemas técnicos especialistas, fechados à participação pela ausência deliberada de espaços dialógicos, pode levar a perdas de referenciais e sentido, levando a uma situação denominada neste estudo como labirinto organizacional. O estudo conclui que um processo interno de seleção de pessoas vai além da escolha do candidato mais habilitado para exercer uma determinada função, pois é capaz de revelar também a forma de ser da própria organização, seu auto-retrato, na visão dos diversos atores envolvidos no processo. O quadro teórico elaborado com os conceitos de Giddens foi aplicado, neste estudo, às experiências elaboradas pelos atores quando questionados. A pesquisa demonstrou a condição e o potencial dos atores de transformarem a estrutura existente, como um Teseu contemporâneo que entra no labirinto com um projeto, agente ativo no uso reflexivo da razão como fio lógico para si que move os seus passos dentro da organização. Trata-se da experiência oposta à figura do Minotauro, submetido de forma passiva aos limites impostos pela estrutura. Ligar essas experiências é um exercício de construção que remonta ao hipertexto, como contra-labirinto, que conecta experiências e oferece um sentido para o agir organizacional. O resultado da investigação sobre a visão dos candidatos e psicólogos selecionadores mostrou que criação e análise das práticas, exploração e leitura das experiências vividas, potencializa a reflexividade institucional como condição para modernização das organizações ao fortalecer o papel dos atores como agentes ativos / This thesis aimed at investigating reflexivity as a strategic feature of Human Resources Management (HRM) linked to the critical contribution of Work and Organizational Psychology (WOP) within the facing up to the high modernity organizational challenges. Grounded in the Anthony Giddens Sociology, it scrutinized actors capacity to elaborate the conditions related to their own and others actions within the social contexts they are settled in by withstanding organizational narratives about what is being done by management. Additionally, it analyzed actors expectations of their own contribution to the organization by adding value through the offering of their own cognitions to the organization. Their expectations stem from their reflexivity on the processes they are involved in through which, be recognized or not by the enterprise, they produce a wide range of knowledge and information potentially fertile for the accomplishment of HRM selfappraisal, the identification of existing gaps and the amelioration of its practices. Taking the process of personnel selection as the target of scrutiny, this study analyzed the extent to which the knowledge produced by organizational actors is ignored by the organizational preference for the information produced by expert systems which are hemmed in to any kind of participation due to the lack of dialogical spaces. This situation produces loss of meaning and of references thus creating a kind of organizational maze. The empirical findings disclosed that an internal process of personnel selection goes beyond the choice of the most competent applicant for a particular position since it is enabled to disclose the way the organization works and its self-portrait according to actors views. Actors experiences were matched to the theoretical framework. Yet the findings confirmed actors potential competence to contribute to the transformation of the existing organziaitonal structure, as contemporary Teseus enter into the maze having a project as an active agents enabled to apply reflexivity by using the logical thread to move within the organization. Actors experience withstand Minotauros situation which was passive within the boundaries imposed by the maze structure. The scrutiny of those experiences hints at the hypertext as a sort of counter maze since it relates and offers meanings to the organizational action. Finally, the findings which emerged from the comparison of applicants with psychologists views put into light the potentiality of the analysis of procedures and the reading of experiences to enhance institutional reflexivity as inputs for organizational development since it gives momentum to actors roles as active agents