Under the trend of internationalization and changes of the competition sorts, the focus that the mankind regards to business management, shift from tangible assets management to human's intelligence and invisible managerial ability of the system gradually (Quinn et al., 1996). And most of the present administrators admit the human resources have already become the most important assets of firms. But that the human resources management practice is be influenced by the complicated situation factor of unique historical incident and other feelings, so that manifest the characteristic with indistinct cause and effect. Therefore, Wright & McMahan (1992) thought it was difficult for the human resources management practice to be imitated, moved or duplicated by other firms. So, it appears that whether the business management could be combined effectively with human resources management practices is difficult.
This research shows that the complicated situation factor impact on firm's administrators have already turned into the invisible human resources values, and then influence the development of the human resource management practice. So, the composition of the values of human resources, the influence of human resource values on to organization, and situation factor that influencing the human resource values, become the subject hoped to explore in this research. This research investigates and analyses through the real examples, and gets the results as below:
1. Build up the frameworks (factors) of human resource values.
(1) Human resource acquisition management: ¡§Talents attract¡¨, ¡§recruit honesty¡¨, and ¡§power consolidation¡¨.
(2) Human resource development management: ¡§Talents development¡¨ and ¡§teamwork¡¨
(3) Human resource compensation management: ¡§Gain sharing¡¨, ¡§concern staff¡¨, and ¡§treating equally without discrimination¡¨.
(4) Human resource maintenance management: ¡§Democratic and open¡¨, ¡§centralization¡¨, and ¡§self-restraint and acting on one's¡¨.
(5) The entire human resource values: ¡§The staff acceptation¡¨.
2. Attitude that firms can be divided into three kinds of different types according to the difference of human resource values: (1) Firms with values of decentralization and achievement-induced; (2) Firms with values of centralization and respect to staff development; (3) Firms with values of conservatism, closed, and bureaucrat.
3. Firm's characteristics apparently influence on human resource values.
¡§Industry type¡¨ and ¡§staff's education¡¨ are the firm characteristics with main effect. Except the industry types and staff's education, firm characteristics apparently influence on the HR values through the reciprocal effect are ¡§staff number¡¨ and ¡§firm establish time¡¨.
4. Human resource values apparently influence on management performance
¡§Recruit honesty¡¨, ¡§treating equally¡¨, ¡§treats equally¡¨, ¡§self-restraint¡¨, and ¡§staff acceptation¡¨ are 4 values with apparent influence on managing performance. ¡§Gain sharing¡¨ show negative influence on staff productivity of the similar industry or more business in addition.
5. HR values types(clusters) apparently influence on comparative management performance of similar industry. Values clusters also apparently influence through the reciprocal effect on objective and subjective (or comparative) management performance in addition.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0908105-110430 |
| Date | 08 September 2005 |
| Creators | Tai, Yuan-yiu |
| Contributors | Liang-chih Huang, Jin-feng Uen, Shyh-jer Chen |
| 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-0908105-110430 |
| Rights | unrestricted, Copyright information available at source archive |
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