In the past, firms based on economics of scale, capital intensive, mass advertisements, customers service and product quality had changed into creative excellent human resource. Human resource could truly be the only source of sustaining competitive advantage for firms. The related academic about strategic human resource management especially integrative employment and development is less for reference in Taiwan. More over, operations and practices in strategic human resource management are usually not made known to the public because of executives¡¦ hesitation. Thus, these impacts had influenced the empirical studies. Based mainly on transaction cost economics, human capital, resource based view, the purpose of research is to discover an integrated architecture for strategic human resource employment and development by examining high-technology facility industries. The thesis will share the successful experiences of applied human resource management to firms and for reference to the industries, and contribute to the construction of strategic human resource management theory.

Due to globalization, organizations are faced with keener competition than before and conglomeration becomes one of the effective ways to remain organizations¡¦ competitiveness advantage. Since conglomeration becomes a popular way to maintain organizations¡¦ competitive advantages, the issue of how to manage, to make the best of, to integrate conglomerate Human Resources get to be very important. Among them, conglomerate personnel transfer is one of the common HR practices. Different conglomerates have different transfer policies, purposes, cultures, practices and above all, outcomes. The research aims at transferring policies in conglomerates in Taiwan, especially five manufacturing conglomerates: Formosa Group, Yuen Foong Yu Group, FarEastern Group, Uni-President Groups, China-steel Corporation Group, integrating the transfer policies in the current practice among these five Taiwanese conglomerates, reviewing the literature on the definition of conglomerate, conglomerate investment mode, transferring-related theories to break the 5 Taiwanese Conglomerates into 4 transfer groups: 1. Institution Type¡GConglomerate Transfer activities become company¡¦s values and employees¡¦ duties when the concentration level for conglomerate relocation Human Resource policy is high and when the level of employee choice is low. 2. Strategic Type¡GConglomerate Transfer activities are the means for organizations to get resources needed to respond to organizational strategies when the concentration level for conglomerate transfer Human Resource policy is high and when the level of employee choice is high. 3. Political Type: Conglomerate Transfer activities are for the purpose of organizational political activities or headquarter-centered interest when the concentration level for conglomerate Transfer Human Resource policy is low and when the level of employee choice is high. 4. Administration Type: Conglomerate Transfer system and strategies are not very comprehensive and intact which is still under developing when the concentration level for conglomerate Transfer Human Resource policy is low and when the level of employee choice is low. After defining four types of Transfer systems, the research intends to respectively sort out the characteristics into dimensions, describing the process, content and outcome as follows: 1. Concentration level for conglomerate relocation Human Resource policy (the difference of Compensation & Benefits and Conglomerate Intensity) 2. Level of employee choice (tranfer culture and purpose) 3. The process and responsive relocation Compensation & Benefits measure 4. Relocation identity and Repatriation 5. Relocation Status quo, outcome and difficulties from the point of view of companies and employees The research also provides the insight for conglomerate personnel transfer and analyzes strength and shortcoming for each transfer type from the cases in practice.

The high flexibility, autonomy as well as profitability of information service industries have been playing an important role in Taiwan industry and economy transformation. While information service businesses in Taiwan tend to be small scale and have limited funds, a range of industries, such as semiconductor and communication industry, have relied on powerful software to enhance the value added. In effect, information service industry also has become the leading industry in the knowledge-based economy. More specifically, its market size and growth rate of global software industry have exceeded hardware industry. As a result, we expect that the Taiwan information service industry which is based on co-opetition business model can enhance the industrial upgrades and further lead to economic growth in Taiwan. There is some superiority of Taiwan in terms of information industry developments, including well-developed information infrastructure, superior global logistic ability and geographical position, highly qualified and experienced human resources and so on. Furthermore, the information digitalization, economy globalization as well as the rising of Asia Pacific region also provide Taiwan with a great deal of new business models and opportunities for its information industry developments. Due to small market size and the decreasing growth rate of GDP in Taiwan, near half of the information service firms have experienced decline in profitability. However, many of the information service companies reinforce their ability to make a profit by adjusting operation models as well as constructing value net. For instance, according to MIC (2006), the exportation of system integration will grow over 30% by 2009, and 70% of the growth will come from China. Therefore, the information service firms in Taiwan should carefully analyze their internal core resources and uniqueness to develop core competency which can sustain their competitive advantages. Based on resource based theory, game theory, and the value net concept proposed by Brandenburger & Nalebuff (1955), this research used case studies and secondary data which collected from some professional institutions to analyze how do firms take the interactions between customers, suppliers, and substitutes into account when they are making strategies, changing or expanding value net as well as innovating operation models to create uncontested market space. Our research suggest that as the investments of Taiwan information service industry are more likely to be firm specific, due to their products and services characteristic. Consequently, the information service firms in Taiwan need to ally themselves with hardware manufacture industry to obtain competitive advantages in the global market. Specifically, we need to gain resources through constructing dynamic value net which in turn increase productivity, and adjust strategies flexibly to create more preferable business environment. By outsourcing and strategic alliance, companies are able to obtain partners¡¦ competitive advantages, and create a win-win business environment. Also, those companies that adopt the concept of game theory to build vale nets can create a win-win strategy that is beneficial for companies and industry¡¦s future developments. Key workds¡GInformation service industries in Taiwan, Resource based theory, Game theory, Value net

The application of Global Internet gives birth to a new trading method, electronic commerce (EC). Because EC possesses advantages such as rapid circulation, far-reaching, low cost, and anytime and anywhere etc., the development of EC replaces the information, contacts, and consultation processes in some traditional sales channels and even develops into direct mode of shopping. Tourism products belong to intangible experiential services with characteristics such as heterogeneity, intangibility, and perishability etc., which makes the travel industry an information intensive industry and is very suitable for the development of EC. Resource-based theory is used as a framework to study its application on the travel industry in this research. It is combined with field interviews and case analysis to study the tourism EC. The critical success factors for travel agencies to develop EC are summarized through the analysis and comprehensive comparison of two different types of travel agencies. It is found that the profitability of tourism EC is mainly dominated by cost leading strategy with the differentiation strategy as a supplement. However, the differentiation strategy can attract customers and lock them in; the most important among them is to enhance the added values. Enterprises will transform their organization structure and strategies according to their own characteristics and resources during the development of EC and the tourism industry belongs to information flow intensive industry in which the deployment of EC requires a set of suitable and complete business model to have a high possibility of success. The research results show that ¡§fully understanding customers¡¦ needs¡¨ is the necessary capability to develop EC successfully and customer and member base is the critical success factor. Also, ¡§value creation¡¨ can be achieved through the development of social networks and blog marketing; at the same time, the research also shows that travel agencies are gradually developing cross channel integration in the process of developing electronic commerce: whether it is virtual travel agency moving from virtual to brick and mortar or traditional agency moving from brick and mortar to virtual, they tend to move toward the integration of click-and-mortar. EC is not just simply establishing a web site: it also includes solving problems such as internal process transformation, computerization, networking, and communicating with external resources etc. It bounds to change certain part of work which employees perform currently and induces behavior changes in consumers. The critical point to the success of the tourism EC is how to coordinate so that employees will accept the new work model and consumers will accept new consumption method.

Automation Industrial were developed in Taiwan more than 20 years, from particular Home Factory, Mechanical Machine, Precision Mechanical Machine develop¡K since single machine to communication integration, the software and hardware innovation created different application and used in different industrial, there are more and more unobvious boundary between business model and marketing situation, the new comer get more high entry level into automation marketing. A company is one of the Global Manufacture Enterprises, their main business are focus on Automation and Power Industrial, they are top five worldwide marketing position, according to worldwide bad economical situation, the large system projects are decadency, but the middle and small projects are growth, from feeder factory point of view: how to create middle and small marketing share to improve product quality and create service value for customer, satisfy customer niche continuative; it needs create a strong partnership strategy, therefore A company start push automation control system partnership policy. A case study of Taiwan A company automation control system partnership create and long term development setup policy. How to create new profit between partner and A company? How to achieve win-win collaboration? How to use A company¡¦s product to improve partner and client relationship? It makes win-win-win collaboration. Base on Resource-Based Theory (RBT) structure, dynamically weave resource and understand the new business model on Customer Relationship Management (CRM) to satisfy with both partner and client. With this to know how to enhance sufficient satisfied. To be the guideline of company operation¡Btraining and after service content.

This thesis discusses the challenges of modern organizations in their efforts of designing relevant project governance systems. To address the challenge the paper proposes using resource-based view on project-based organizations in order to evaluate and identify key governance resources. Given that prevailing rational and standardized models in project-related literature provide organizations with homogeneous resource-base, this paper invites attention to those resources, which have the potential to deliver unique character to the organizations. The thesis first discusses the relevance of exploring projects as governance resources at project-based organizations, next screens the projects through VRIO framework of resource-based theory. Derived intangible resources and organizational resources are further explored at a case study organization. The findings are analysed through complex adaptive systems theory, where intrinsic motivations appear as sources for emerging project governance systems, while principal trust serves as a resource for self-organization of projects and project governance unit.

Cloud computing is becoming a viable option for Chief Information Officers (CIO’s) and business stakeholders to consider in today’s information technology (IT) environment, characterized by shrinking budgets and dynamic changes in the technology landscape. The objective of this study is to help Federal Government decision makers appropriately decide on the suitability of applications for migration to cloud computing. I draw from four theoretical perspectives: transaction cost theory, resource-based theory, agency theory and dynamic capabilities theory and use a conjoint analysis approach to understand stakeholder attitudes, opinions and behaviors in their decision to migrate applications to cloud computing. Based on a survey of 81 government cloud computing stakeholders, this research examined the relative importance of thirteen factors that organizations consider when migrating applications to cloud computing. Our results suggest that trust in the cloud computing vendor is the most significant factor, followed by the relative cost advantage, sensing capabilities and application complexity. A total of twelve follow-up interviews were conducted to provide explanation of our results. The contributions of the dissertation are twofold: 1) it provides novel insights into the relative importance of factors that influence government organizations’ decision to migrate applications to cloud computing, and 2) it assists senior government decision makers to appropriately weigh and prioritize the factors that are critical in application migration to cloud computing.

Chief Executive Officers (CEO) remuneration has been a hot topic the last couple of years and has brought a great amount of attention in the media, when some companies have increased the CEO’s compensation even though the firm have been reporting lower earnings. Bonus systems have recently become more frequent to increase CEOs incentives, but have also been a disputed subject since the financial crisis in 2008. The aim of this thesis is to study the relation between CEO compensation and companies’ size as well as performance. The study extends over a four-year period, from 2007 to 2010, comprising the companies within the finance and real estate industry listed under large-, mid and small cap on NASDAQ OMX Stockholm. A four-year period from 2000 to 2003 and a  three-year period after the financial crisis from 2011 to 2013 is analyzed and taken into account in the study to get a deeper understanding of how the compensation has varied over time. The study takes a quantitative approach using secondary data from the companies’ annual reports. A pooled regression analysis is used as the statistical method where we are able to take multiple companies into account over several periods. The empirical results find that there is no significant relation between CEO compensation and firm performance. The study does however show a strong positive relation with market capitalization, suggesting that the companies’ size have a great effect on the CEO compensation.

Much has been written about the benefits to be derived from maximising organisational capability as a means of increasing competitive advantage, establishing human resource functions as a strategic partner and improving stakeholder satisfaction. However, there is very little in the research on how organisations build their organisational capability (OC). This thesis explores how developments in our understanding of strategic planning and human resource practices have contributed to a focus in organisations on building their organisational capability. The emergence of the resource-based theory of the firm, together with changes in human resource practices in job analysis, performance management and staff development has laid the foundation for organisational capability. A Model of Organisational Capability is proposed that explores how systems and processes can be aligned to maximize core organisational capability. Three research questions emerge from the literature and the Model: *How do organisations define their Strategic Intent Domain? *How can organisations define their Core OCs? *How do organisations embed their OCs into their Job Context, Organisational Systems and Knowledge Networks Enablers? These questions are explored by examining an Australian University utilising a participatory action research methodology. The study focused on how the organisation engaged senior managers to develop an organisational capability framework and agreed on a strategy to embed the capabilities in HR practice. As a result, this thesis presents a step-by-step process for organisations seeking to build their Core Organisational Capability. Practitioners wishing to maximize their organisational capability can draw on the Model of Organisational Capability, step-by-step process and contextual principles, to assist them to engage with the organisation to explore an organisational capability agenda.

This study sets out to address the question of whether the costs and the benefits of measuring intellectual capital assets differ depending on the driver for that measure. Although pressure is growing on firms to measure and report on their intellectual capital assets no research has yet been published that questions the costs associated with such actions. And although academic research has purported to show links between the management of intellectual capital assets and real business benefits the research carried out thus far'has not focussed specifically on the benefits of measuring intellectual capital assets. Although there are now a variety of intellectual capital asset measurement frameworks there has been no cross comparison as to which intellectual capital asset measures provide the most business insight or where the outcome of that measurement is most effective. Using a multi method approach the thesis is tested in three phases; an extensive literature review covering intellectual capital, performance measurement and organisational effectiveness; a survey and content analysis to explore what and why companies measure; and structured interviewing of six companies to investigate the costs and the benefits of measurement. The thesis is tested through the investigation of thirteen propositions which show that: firstly, there is a difference in the relative cost of measuring intellectual capital assets given the measurement driver, which is explained by the frequency of measurement, the mode of data collection and analysis, and whether the use of the measure is a by product of some other driver, secondly, that the insight provided by an intellectual capital asset measure differs given the measurement driver, thirdly, that the measurement of intellectual capital assets is most effective for planning the future; and lastly, that particular measurement drivers are effective, to differing degrees, in financial, customer, operational, people and future organisational performance domains.