The influence factors which lead business to success or failure could be very different because of the different times¡Bdifferent industries and different competitive environment. People can also find out the different competitive capacity coming from different organizational cultural¡Adifferent business team structure or different leadership of the business. Up the present , there were so many scholars and experts of business management advocated unanimously the importance of ¡uknowledge innovation¡v ¡B ¡ustrategic human resource management¡v and ¡uorganization competence¡v. Those theories initiated my highly attempt to find out the practical situation of those theories on the rubber industries. This is the origin of writing this thesis.
After further research about the rubber industries and according to the interviews and analysis of the company A¡AI am trying to approach the following subjects from the angles of the knowledge innovation¡Bthe strategic human resource management and the organization competitive capacity.
1. The relevance of the knowledge innovation and the strategic human resource management.
2. The relevance of the knowledge innovation and the organization competence.
3. The relevance of the strategic human resource management and the organization competence.
4. The relevance between the knowledge innovation¡Bthe strategic human resource management and the organization competence.
5. The practical applied model for building up the business competitive capacity.
This study is using three methods to approach the studying purpose which including¡G1. literature study and sort out 2. the case study 3. interviews.
There are four final conclusions of this study which are¡G
1. The strategic human resource management supply qualified manpower to
all departments of the organization which also help the progress of the benign cycle of innovation.
1. The balanced development of innovation capacity of every single department the the organization causes continued and long term expanding on it¡¦s entire business competitive capacity.
2. The strategic human resource management directly and strongly relate the business competitive capacity.
4. The Lean strategic human resource management promote the organizational innovation capacity and strengthen itself with continued competitive capacity.
In the meanwhile, also discovering five valuable theories as below:
1. The leader of a organization is the rudder of continued innovation spiral.
2. The strategic human resource management prevent the organization from grim or in-harmony atmosphere.
3. The business competitive capacity basic on good strategic human resource management, and be driven by balanced innovation capacity.
4. The management which meets the human demands is the source of innovation. The education which fills up the human lackness strengthen the business competitive capacity.
5. The relevant between the innovation capacity¡Bthe strategic human resource management and the business competitive capacity could be converted due to differences of countries, races, religious believes, generations, personnel structure¡Ketc.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0818109-164402 |
| Date | 18 August 2009 |
| Creators | Wang, Li-na |
| Contributors | Jen-Jsung Huang, Cher-Min Fong, Pei-how Huang |
| 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-0818109-164402 |
| Rights | restricted, Copyright information available at source archive |
Page generated in 0.0026 seconds