Practices of Human Resource Management for R&D Department of IT Industries Yu-Chen Chen Abstract High-Tech Industries play an important role to Taiwan¡¦s economic development over recent years. The innovation & technology enhancement of research & development department become the core competitiveness of high-tech enterprises. This paper aims at probing into the human resource management for R&D department for an integrated conclusion of which offers the best practice reference in R&D, and then to strengthen the advantageous position of Taiwan high-tech industries in the worldwide market. This paper focuses on: 1. Investigating for the ways of organization & management of R&D department, and the efficiency it brings by the human resource strategies and policies. If there¡¦s any difference or common features of human resource measures to fit in with high-tech industries, and that takes good effect upon R&D department¡¦s performance. 2. Research into R&D organizations for what are the existing HR systems? What is the HR role expected from R&D talents? The necessity of competency enhancement of R&D professionals to cope with business growth. Drawing a conclusion to collect the executives in the case companies with good HR management styles tailored to R&D professionals¡¦ needs. 3. With the characteristics of short-life cycle, high complexity and changeable technology, how the interaction it would be between R&D talents and the people implicated internal and external of enterprises. What are the must adjustments of R&D people to get with reality challenges? And finding the collaboration between departments of human resource and R&D to move up productivity & competitiveness. Keywords: high-tech industries, department of research & development, innovation, human resources practices.

According to the research of the Taiwan Semiconductor Industry Association in 2004 , IC design in Taiwan is becoming the second major clustering centre after America. IC design house seems to be the upcoming star in Taiwan semiconductor industry, by its highly brainstorming to create higher additional value, it is also the next leading role in hi-tech industry in Taiwan.To IC design house, the quality of employees is the key of competitiveness, therefore, only dependent on the staff's constant research and innovation, could occupy a space on the competitive market, so the reserch of management of professional human resources in IC design house seems even more important. This study adopts the in-deep interview of qualitative reserch, including six RD engineers, four product engineers and five human resources personnel as the research objects.The main purpose is to understand what the employees truely demand in IC design house? How is the operation of human resource management practice and the expectation to Human Resource Department? How the professional personnel of human resources understand the idea and demand of employees, make a right management system and offer the best welfare measure. Through the interview materials, along with domestic, international documents, the results come out as following: 1. The demand of RD engineers and product engineers learning development opportunity / excellent manager / good working environment / understand the employees demand / limitless creation and innovation / the balance of work and life 2. The expectation of RD engineers and product engineers to Human Resource Department to be intercommunication channel / complete training program / attract and retain outstanding talents / strengthen professional ability more actively 3. The contribution of Human Resource Department of IC design house to Human Resource Managemant Recruit high-quality talent / administration efficiency / salary and welfare policy / incentive system to keep talent / promote innovation ability of employees / complete training program / build a common vision /build a high-quality working environment / intercommunication channel / understand the employees truly need 4. IC Design House Human Resource Management Model (1)recruit and employ: recruit channel: manpower bank/ employee recommendation/ campus recruit / national defence labor recruit procedure: recruit by HR or department director employ characteristic: good team player/ dedicated/ learning spirit employ term: response ability/ professional ability/ communication coordinate ability/ innovation ability (2)salary and benefit: attractive payment/ cash allowance/ meal allowance/ entertainment/ group insurance/ society safety/ retirement plan (3)training and development: e-learning/ invite outside instructor/ lessons by senior employees/ seminar/ training plan evaluation/ training result check and accept (4)performance evaluation: fair/ justice/ team performance/ individual performance (5)labor relations: interaction frequently/ diversified encourage program/ resignation management

The development and the utility of high-tech medical equipments are increasing relative to the health expenditure growth. These high-tech equipments do not necessary benefit the quality of patient care but increase the service utilization for hospitals. This study aims to describe the difference of equipments distribution between academic medical centers and metropolitan hospitals and to examine the association between the change of the kinds, number, and utility of high-tech medical equipments and the health service utilization. Two databases were used in this study. First, a secondary data from the annual hospital survey published in 2003 and 2004 by Taiwan Hospital Association was used. The data contained information on 8 health service volumes, kinds, number and utility of 17 kinds of high-tech medical equipments, 4 hospital characteristics, and 3 kinds of staff ratio. Second, Statistical Yearbook of Department of Social Affairs, Ministry of Interior provided data on Tthe percentage of 65+ years old population in every location. The 8 kinds of health service volumes varience were designed as dependent variables and the 3 independent variables were separately change of kinds, number and utility of high-tech medical equipments. There were 59 samples, 8 academic medical centers and 51 metropolitan hospitals, included. The t-test showed differences between academic medical centers and metropolitan hospitals in change of kinds, number, utility of high-tech medical equipments and health service volumes varience. Person correlation presented how these variables correlated to each other. Regression analyses predicted the health service utilization from those variables. Generally speaking, the academic medical centers only had significant higher varience of average daily emergency roomvisits¡]t = 3.59, p = 0.01¡^than metropolitan hospitals did but there was no significant difference in 3 independent variables. Besides, correlation among medical equipments, health service utilization and themselves shows that the change of total high-tech medical equipment kinds was significant positive correlated with the change of total number of high-tech medical equipments¡]r = 0.44¡^; the change of total number of high-tech medical equipment was significant positive correlated with average daily emergency roomvisits varience¡]r = 0.28¡^and average daily physical examination of outpatient department visits variance¡]r = 0.30¡^; the average utility of high-tech medical equipment was significant positive correlated with average daily outpatient department visits varience¡]r = 0.27¡^. However, the 3 independent variables have no overall significant effect on change of health service utilization. Based on the above findings, although literature indicated that the kinds and number of high-tech medical equipments somehow might stimulate the demand for health service, we did not find the same results. It could be concluded that hospitals¡¦ purchasing of equipment do not impose a significant impact on raising the medical service utilization. Thus, acquisition of high-tech medical equipment might make a hospital a technological leader or give the public a more professional image whether it can help a hospital raise the service quantity is still left to its management.

The approach of the age of knowledge economy and prosperous growth of IT makes knowledge become one of the most important core resources. The knowledge is also organizations' key point of seeking for survival and development. Knowledge economy emphasizes on transferring ¡§knowledge¡¨ into ¡§profit¡¨ instead of knowledge itself. Therefore, knowledge application is more essential than knowledge possession. At rapid digital age, knowledge management becomes key point of core competence. Hence, this study, knowledge management as variables, will discuss if knowledge management will upgrade the achievement of R&D performance of human capital and organizational culture. This study used questionnaire. This study used convenience sampling to select 1,517 high-tech industries as subjects from Taiwan Industrial Park Directory (published by Taipei County Exhibition Hall, 2005) and the appendix of high-tech industry yearbook (published from 2002 to 2005) as population. Valid questionnaires were 140 copies. This study used LISREL for data analysis and the result are listed as following: 1. Investment in human capital management helps efficiently improve R&D performance. The functional activities of human resources, such as recruit, maintenance and encouragement, connect organizations with employees effectively. Enhancement of employees' contribution, promise and encouragement strengthen value and uniqueness of human resources and also produce remarkable progress of R&D performance. 2. Execution of organizational culture, including participation, strategic vision which aids to organization's evolution, team work and organizational structure, helps to improve significantly for R&D performance. 3. Promotion and execution of knowledge management play as important mediators in organizations. The efficiency of R&D performance in human capital and organizational culture will be enhanced through the mediation caused by execution of knowledge management. 4. The amount of enterprises' employees makes diversity of performance of human capital and knowledge management. The enterprises that own 2,000 employees and above have more remarkable performance in human capital and knowledge management than the enterprises that own fewer employees. It means, large-scale enterprises have more competence because of more cost reduction, which improves quality of products and customer services. Regarding knowledge management, different amount of enterprises' employees also makes diversity of employees' knowledge creation and collection. The result of this study indicates that large-scale enterprises are more capable of invention and acquiring latest knowledge.

The catching-up economies are unable to obtain the same power and financial status as that of the developed countries are primarily due to the less technological advancement. The research integrates the related facts and models on the development on high-tech of those of catching-up economies. A feasible strategic analysis structure is proposed serving as recommended guideline for the high-tech industries in those catching-up economies. Utilizing the CD/DVDs, semi-conductors and biological technology industries, all from Taiwan, as examples, to illustrate how the catching-up economies may structure the high-tech industries as well as how to develop strategies for the development of those three types of industries in Taiwan. The developed countries have accumulated the ability and resources from the past centuries to build the ability of R&D innovation, processing innovation, and assembly innovation in sequence. The catching-up economies must initially proceed with the method of reverse engineering. The step initiates with creating the assembly innovation and ends with research pertinent to the utilization of intensive brain-power. The research studies categorizes and divides the internal development of industry into four periods: the emerging period, the growing period, the expanding period, and the maturing period. The catching-up economies must overcome the various difficulties in order to reach the maturing period; and ultimately be able to obtain the same status as those industries of developed countries.

The Relationship between Organizational Socialization, Information Seeking Behavior, and Organizational Commitment of New High-tech Professionals Abstract Due to the rapid growth of high-tech industry in Taiwan, there is an increasing need for high-tech professionals. Therefore, it is easy for high-tech professionals to switch jobs frequently. This phenomenon causes high-tech companies to spend a lot of money and time on the management of newcomers every year, so it is important to understand how newcomers adjust to the new environment and increase their commitment to the organization. Organizational socialization is generally defined as the process whereby newcomers learn the behaviors and attitudes for assuming roles in an organization. Research on socialization has focused on the socialization tactics used by organizations and tends to portray newcomers as passive in the socialization process. However, relatively is known about how newcomers obtain the information they need. Hence, this study was designed to examine the relationship between organizational socialization, information seeking behavior and organizational commitment of high-tech professionals. Besides, this research also examined the mediating effects of socialization content on the relationship between organization socialization and organizational commitment and the relationship between information seeking behavior and organizational commitment. Surveys were given to 99 new professionals six and twelve months into their jobs. The results of the research indicate that: 1. High-tech companies tend to use institutionalized socialization tactics; new professionals tend to use overt, third party and observing tactics to obtain the information . 2. Collect, sequential, fixed and serial socialization tactics are associated with high socialization content; overt and observing information seeking tactics are associated with high socialization content. 3. Sequential fixed and serial socialization tactics are associated with high organizational commitment; observing information seeking tactic and high socialization content are associated with high organizational commitment. 4. The mediating effects of socialization content on the relationship between organization socialization and organizational commitment and the relationship between information seeking behavior and organizational commitment are not obvious. Key words: organizational socialization, information seeking behavior, socialization commitment, high-tech company, newcomer

The Relationship among Work-Family Conflict, Job Burnout, and Turnover Intention of Female Professionals in High-Tech Companies Abstract Last ten and more years , high-tech industries grow prosperous in Taiwan. There are lots of professionals entering to the high-tech industries. Though the environment of high-tech industry is better than traditional industry-- the better payment and the better future vision, it is also the place which makes the job pressure, stress, and burnout. The job burnout, coming from the long-term stress, brings to individual the embarrassment in his life, family, and career development. The stress management in professional job becomes the future issue to those managers in high-tech industry. Today, the structure of global human resource has changed, large of educated women join the labor market, they are playing multiple roles. In the limitation of time and energy, it¡¦s easy to make the inter-role conflict during she hopes to play each role perfectly. Evidence is increasing that work-family conflict negatively influences individual¡¦s physical and psychological aspects. Under the high-tech industry speedy innovation and intense competition, employee¡¦s work-family conflict and the work stress are more catching the attention. Though female professionals are the developing resource in the labor market, they are also the crowd tending to work-family conflict. If the female professionals are always in the condition of stress and no proper way to diminish it, eventually, they will be burnout and withdraw from the working place. It will be big loss not only to individuals but also to the companies. This study examined the relationship among burnout, perceived Job stress, and turnover intention using 165 female professionals from the companies in Science-Based Industrial Park, Hsinchu, in particular, whether job burnout played a mediating role and social support played a moderating role in the stress-burnout process . The results indicated that : 1. Among the three components of work-family conflict, work interfering family was in high degree. And among the stressors, family involvement, and kids pressure were in high degree. 2. Among the three components of burnout, the exhaustion phenomenon was in high degree. 3. Work-family conflict was positively significant to job burnout. 4. A significant positive correlation was identified between job burnout and turnover intention. The exhaustion and cynicism components of burnout were positively significant predictors of turnover intention. 5. Job burnout was found to have significant mediating effect between work-family conflict and turnover intention. 6. Boss support, one of the social support components, was negatively associated with job burnout and turnover intention. In the moderating effect, most social support in higher-grades groups influenced work-family conflict and job burnout, and job burnout and turnover intention more significantly than lower-grades groups. Key words: work-family conflict, job burnout, turnover intention, social support, high-tech company, female professional.

This study is to discuss the business investment strategy risk management model. The enterprise could identify, analysis the investment relative risks and establish the contingency strategy to management the risks in accordance with this model. This study selects the third generation digital mobile communication system to be the research objective. The business investment strategy risk management model could identify the investment strategy position of the industry value process in accordance with the value chain and cash flow. And the model could provide the framework and relationship of the relative risk variables through the risk variable system diagram. This model builds the scenarios of the industry and analyses different situations of the industry for forecasting the contingency strategy of the business. The contingency strategy is established for business implementing risk management of the high technology and high-risk investment. The 3G system is underling the high-level uncertainty status. The risk is increased by high license price, high infrastructure cost, technology development delay and none killer application etc. This study suggests the 3G Mobil communication company should implement the risk management actions for following items: ¡´The user ratio of 2005 ¡´The difference of 3G and 2.5G products¡C ¡´The competitive of system supplier capability. ¡´The supply chain of add-value service. ¡´Competitor status and strategy. ¡´Globe political and economic situation. This study suggests the business should implement the risk management model when it processing the high technology and high-risk investment. This model provides the risk identification, measuring, analysis, evaluation process and follow-up contingency strategy. The business could effectively manage the risk and ensure the competition by the model.

The Defense Industry Reserve Duty System¡]DIRDS¡^has been used in Taiwan for many years. This program enables science and technology industries to recruit talented people, who can contribute to the defense industry and the high-tech industries without interruption by regular military service. This study uses quantitative methodology and interviews with human resources and R&D managers to determine how this program has effected high-tech enterprises from a human resources perspective. Results of this study showed that DIRDS recruits exhibited four characteristics: high stability, high quality, high educational background, and high consistency with industry requirements. Due to these four characteristics, DIRDS recruits have become an important source of IT talent. DIRDS recruits can bring significant growth to R&D efforts and enhance the energy of development. The Defense Industry Reserve Duty System can thus help reduce manufacturing costs, improve operational effectiveness, and raise the prestige of corporate brands. Further analysis and discussion of our results show that for human resources planning, work arrangement with DIRDS recruits should be combined with the company's long term objectives. Recruitment and selection should be focused and strategic since DIRDS targets specialized skills. Training and development should focus on practical or on job training that is tailored to the abilities and temperament of the DIRDS recruit.

<p></p><p>Syftet med arbetet är att få en förståelse för moss-sedumtakets bullerdämpande egenskaper. Jag kommer även att försöka förutsäga med hjälp av akustikteori vilken utav de två olika uppbyggnadssystemen av moss-sedumtak som ger den bästa bullerdämpande effekten.</p><p>Mätningarna kommer att bestå i att registrera ljudtrycksnivån i rummet, vid varje oktavband i frekvensområdet 125-4000 Hz. Först utan moss-sedummattan och sedan med moss-sedum mattan. Storleken på differensen i ljudnivån ger en bild av i vilket frekvensområde som ljudabsorptionen är effektivast. För att ytterliggare öka förståelsen för hur moss-sedum absorberar ljud så kommer även absorptionsfaktorn att beräknas. Utifrån resultaten kan man se en tydlig bild på hur xeroflor moss-sedum mattan absorberar i frekvenserna 125-4000 Hz. Den har sin bästa absorption i området 500-4000 Hz och i detta område så är det runt 1000 Hz som den absorberar effektivast.</p><p> </p><p>Om vi tittar på de två olika systemen som Veg Tech använder för att bygga upp ett sedumtak på så sker dämpningen i XMS 0-4 med hjälp av luftspalten och i system XMS 2-27 i VT-filten. Men i detta fall så är luftspalten endast 25 mm så en märkbar ökad dämpning är svårt att föreställa sig. VT-filten som används i XMS 2-27 har öppna celler och kan liknas vid mineralull, som är en bra absorbent. Min slutsats är att 10 mm VT-filt ger bättre dämpning än en luftspalt på 25 mm.</p><p> </p>