In recent years, Taiwan have some unprecedented crises to be faced with. Such as the recession of economic growth, the raise of unemployment rate. Furthermore, joining to the WTO ( World Trade Organization ).made an incredible change of the whole industrial structure which never happened before . Therefore, globalization and internationalization have replaced with the traditional operation mode. Many enterprises involved in regrouping , merging, laying off, closing down. and the etc.. As a result, the enterprise have to transform their business structure urgently. The valid strategy for developing human resources can increase the efficiency of the organization. Urge the development of the organization to combine with the employee's career management mutually. Therefore, it provides help to raise the ability of employees and understand their own potential through the organization management. The enterprise can also program the strategy of human resource according the enterprise's long term goal to combine the employee's technical ability and the manpower which the organization need in future. The enterprise can exalt organizational performance and lends to win ¡Vwin situation.
This research surveys with the human resource supervisors whose name listed in "The 5000 greatest enterprises in 2002" published by Chinese Credit Agency , Taichung human resource supervisor association membership, 2002 Taiwan science-based industrial parks union . There are 114 valid survey samples and the validity is 22.8%. All the data are analyzed by the SPSS & LISREL software .
The substantial evidence shows that : (1)There is no obvious relationship between the transformation of enterprise and organizational performance . The organizational performance can be promoted through the operation of the human resource management. (2) The transformation of enterprise and the employee's training have highly positive relation. Hence, the organizational performance can be improved through it. (3)The transformation of enterprise and the organizational career management have highly positive relation, and the organizational performance can be promoted by the organizational career management. (4)Different enterprise characteristic has the obvious deviation on each factor.
Key words: The transformation of enterprise, Human resource development , Organizational performance.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0118106-003957 |
| Date | 18 January 2006 |
| Creators | Hung, Ju-ping |
| Contributors | Jin- Feng Uen, Ming-Chu Yu, Yu-Chuan Yung |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0118106-003957 |
| Rights | unrestricted, Copyright information available at source archive |
Page generated in 0.0022 seconds