Please use this identifier to cite or link to this item: http://hdl.handle.net/11455/24679
標題: 台灣某一外商派遣人力的營運管理之探討
A Study on Operational Management of Dispatched Workers of A Foreign Company in Taiwan
作者: 黃聖珍
Huang, Sheng-Chen
關鍵字: http://etds.lib.nchu.edu.tw/etdservice/view_metadata?etdun=U0005-2006200915192700
派遣人力
營運管理
核心能力
組織績效
出版社: 高階經理人碩士在職專班
引用: 參考文獻 一、中文&日文部份 1.方至民(2002),「企業競爭優勢」,建弘書局。 2.成之約(1998),「淺談派遣勞動及其對勞資關係之影響」,《就業與訓練》,第16卷,第6期,頁52~56。 3.成之約(1999),「淺論非典型聘僱關係工作型態的發展與影響」,勞工行政139,頁10~18。 4.成之約(2005),「我國派遣勞動發展概況及其對勞資關係和勞動政策的意涵」,財團法人國家政策研究基金會。 5.西谷敏等(1994),《日本派遣勞動之法律與實務》,行政院勞委會譯印。 6.李來希(1995),「談勞動派遣之立法規範」,勞工行政,87:頁52-56。 7.李清潭、楊斯琦、冷澤森(2008),「企業非核心職務人力外包決策因素及評估之探討」,《中華管理評論》國際學報vol.11, No.2, May 2008 8.李志華、方文寶(1996),企業績效評估理論與實務,超越企管。 9.吳秉恩(1992),事業策略與人力發展,台北:中華經濟研究所。 10.吳秉恩(1999),《分享式人力資源管理》 翰盧圖書出版有限公司。 11.李漢雄(2000),《人力資源策略管理》,台北:揚智。 12.尚榮安譯(2001),《個案研究法》,臺北市:弘智。 13.周信旗(2002),「人力彈性化任用管理之研究-以我國勞動派遣為例」,國立中山大學人力資源研究所論文。 14.邱駿彥(1996),「勞工派遣業法律問題之探討」,行政院勞委會。 15.邱駿彥(1998),「淺談勞動派遣法律問題」,萬國法律第九十八期,頁11-26。 16.邱駿彥(1999),「勞工派遣法制之研究-以日本勞工派遣法為例」,勞動派遣 17.法制研討會論文,中華民國勞動法學會主辦。 18.河野溥(1998),「これからは人材派遣社員の時代」,日本エール出版社。 19.林幼青(2003),〈客服中心委外服務之個案研究〉,國立政治大學企業管理研究所碩士論文。 20.胡幼慧(1996),「質性研究的分析與寫成」。 21.徐佳銘(1993),多國籍企業之特徵與績效評估方式關係之研究-台灣地區之實證,中國文化大學國際企業研究所未出版之碩士論文。 22.島貫智行(2007),「派遣労働者の人事管理と労働意欲」,No.566,Sep. 2007。 23.翁玉珍(2000),「台灣人才派遣業現況之研究-以日本人才派遣業為比較基礎」,中山大學碩士論文。 24.陳正良(1994),《派遣業勞工之僱用關係與勞動條件》,「勞資關係月刊」,第12卷,第12期,頁6-15。 25.陳昆鴻(1999),轉包制工作型態的初步分析─以家內勞動及派遣勞動為例, 政大勞研所碩士論文。 26.許妙穗(2001),〈我國人力派遣制度安排之探討〉,國立中山大學人力資源管理研究所碩士論文,未出版,高雄。 27.陳孟謙(1998),企業策略、人力資源策略、人力資源效能與組織關係之研究-以台灣高科技產業為例,成功大學國際企業研究所未出版之碩士論文。 28.陳郁雯(2000),〈委外、再造競爭優勢〉,《人力發展月刊》,第75期,頁39-42。 29.黃馨俐(2007),〈企業將派遣員工轉任正職員工之做法、成效與問題研究〉,國立台灣師範大學工業科技教育學系碩士論文。 30.趙必孝(1994),「國際企業子公司人力資源管理:策略、控制與績效」,國立中山大學企業管理研究所。 31.蔡博全(2000),「國內人力派遣業制度運作及人力資源管理實務之探討-以美國相關產業為對比」,國立中山大學人力資源管理研究所碩士論文。 32.鄭津津(1998),「派遣勞動」相關法律問題之研究,就業與訓練第十六卷六期,頁12-16。 33.鄭津津(1999),「派遣勞動之法律關係與相關法律問題之研究」,中正大學法學集刊,第二期。 34.蔣德煊、廖淑芬、戴晉煬(2002),〈企業人力合理化與人力資源規劃策略對組織績效影響之探討〉,中華大學科技管理研究所,《人力資源管理學報》第2卷,第2期,頁081-097。 35.鄧學良(2004),「行政法摘要」,中山大學勞策中心,2004年9月。 36.謝英彥(2004),「圖書館應用人力派遣模式之初探」中國圖書館學會會報第73期,頁165-174。 37.簡建忠(1999),台灣派遣勞工對派遣工作看法之研究,勞資關係論叢,9,頁99-124。 38.萬國法律雜誌第138期。 39.WEST論文研究発表会,2006《人材派遣市場が抱える問題と今後の可能性について~労働者社会の改善を目指して》同志社大学経済学部田中靖人ゼミ。 二、英文部份 1.Anderson, C. and Zeithaml, C. A. (1984), Stage of the Product Life Cycle, Business Strategy, and Business Performance. Academy of Management Journal, 27(1), pp.5-24. 2.Arrow, K. (1969), The organization of economic activity: Issues pertinent to the choice of market versus nonmarket allocation. The Analysis and Evaluation of Public Expenditure: The PPB System. U.S. Joint Economic Committee, 91st Congress, 1st Section. (Vol.1, pp.59-73). Washington, D.C.: U.S. Government Printing Office. 3.Asbjorn Rolstadas, “Enterprise performance measurement”, Human Resource Management Journal, Vol. 15 No.1, 2005,pp.82-83. 4.Asbjorn Rolstadas,”Enterprise performance measurement” International Journal Operations and Production management, Vol. 18,9/10 1998,pp.989-999. 5.Barney, J. B. (1986), Organizational culture: Can it be a source of sustained competitive advantage? Academy of Management Review, 11, pp.656-665. 6.Bushman, R. M., Indjejikian, R. J., Smith, A. (1996), Amsterdam CEO Compensation: The Role of Individual Performance Evaluation. Journal of Accounting & Economics, 21(3), pp. 161. 7.Bronstein, A.S.,(1991), “Temporary Work in Western Europe: Threat or Complement to permanent Employment?” International Labour Review, 130(3):pp.291-130. 8.Carroll, S. J., & Sceneier, C. E. (1982), “Performance appraisal and review systems”, Scott, Foresman & Company. 9.Cordova, Efren. (1986), “From Full-time Wage Employment to A typical Employment:A Major Shift in the Evolution of Labour Relations?” International Labour Review. 125(6): pp.641-657. 10.Dyer, L., and Reeves, T. (1995), HR strategies and firm performance:What do we know and where do we need to go? International Journal of Human Resource Management, 6(3): pp.656-670. 11.Grant, R. M. (1991), The resource-based theory of competitive advantage implications for strategy formulation. California Management Review, 12(1),pp.114-135. 12.Greer, C. R., Youngblood, S. A. & Gray, D. A. (1999), Human resource management outsourcing: The make or buy decision. Academy of Management Executive. 13(3). pp.85-96. 13.Greer, Youngblood and Gray (1999), The Perceived Impact of Outsourcing on Organizational Performance, Mid-American Journal of Business, Vol. 18, No. 2 14.Kalleberg, A. L., (2000), "Nonstandard Employment Relations: Part-time, Temporary and Contract Work."Annual Review of Sociology(2000), pp.341~365. 15.Kotter, J. P. (1989), Managing external dependence. Academy of Management Review, 4(1), pp.87-92. 16.Lacity, M. C., & Hirschheim, R. (1993), The Information systems outsourcing bandwagon. Sloan Management Review (Fall), 35(1), pp.73-86. 17.Marie. A. Kascus and Dawn Hale ed., (1995),Outsourcing Cataloging, Authority Work, And Physical Processing : A Checklist of Considerations.(United States: American Library Association,1995), pp.222~245. 18.Melchionno, R (1999), The Changing temporary workforce :managerial, professional, and technical workers in personnel supply services industry. Occupational Outlook Quarterly, 43(1): pp.24-32 19.Minoli, D.(1995), “Analyzing Outsourcing: Reengineering Information And Communication Systems, McGraw-Hill Inc. 20.Motohiro Morishima (2001), Contingent Workers in Japan: New Developments and Unexpected Consequences Vol.40-No.3 March 1, http://www.jil.go.jp 21.Nilakant, V.,(1992), Total-Quality Management :What Is It Really All Bout?. Management Bulletin, 4 (August): pp.3-18. 22.Polivka, A. E. & T. Nardone. (1989). On the definition of “contingent work”, Monthly Labor Review, 112(12): pp.9-16. 23.Prahalad, C. K., & Hamel, G. (1996), The core competence of the corporation. Harvard Business Review, 68(May-June), pp.79-91. 24.Reilly, P. A. (1998), “Balancing Flexibility-Meeting the Interests of Employer and Employee.: European Journal of Work and Organization Psychology. 7(1): pp.7-22. 25.Ryan, A. M. and M. J. Schmit, (1996), Calculation EEO statistics in the temporary help industry, Personnel Psychology, 49(1): pp.167-180. 26.Teng, J. T. C., Cheon, M. J., and Grover, V. (1995), Decisions to outsource information systems functions: Testing a strategy-theoretic discrepancy model. Decision Sciences, 26(1), pp.75-103. 27.Thomson, A., (1995), " The Contingent Workforce." Occupational Outlook Quarterly 39:1, pp.45-48. 28.Venkatraman, N.,andRamanujam, V. (1986), Measurement of business performance on strategy research: A compensation of approaches. Academy of Management Review, 11(4): pp.801-814. 29.Vosko, L. F. (1998), Regulating Precariousness? The Temporary Employment Relationship under the NAFTA and the EC Treaty. Relations Undustrielles/ Industrial Relations, 53 (1): pp. 125. 30.Willborn, Steven. 1997. "Leased Workers: Vulner ability and the Need for Special Legislation.", Comparative Labor Law Journal 19:1 (1997),pp. 86. 31.Williamson, P. J. (1994), Related diversification, core competence and corporate performance. Strategic Management Journal, 15, pp.149-165. 32.”Managing temporary workers: work identity, diversity and operational HR choices”, Human Resource Management Journal, Vol. 15 No. 1,(2005)。
摘要: 全球勞動彈性化的趨勢下,企業為追求最佳經濟效益並因應快速變動的經營環境以保持市場競爭力,紛紛採用派遣人力,也因此促成了勞動市場結構的改變。本研究經由個案公司訪談與資料收集研究,探討台灣某一外商派遣人力的營運管理,如何使人力調度更加靈活、以提昇企業的核心能力;並以派遣人力的營運管理對組織績效之質性評估為參考依據,以期提出研究結論與建議,供台灣企業導入派遣人力時,提供其營運管理的思考方向。經本研究歸納整理後,提出下列結論:1.企業使用派遣人力的主要考量因素為產業環境的變化、因應業務或景氣所需人力以及企業彈性化策略、降低人事成本、節省資遣費及退休金;2.個案公司對於派遣後的成效是持以正面的評價;3.派遣員工的高流動率卻又導致要派公司生產力下降。因此探討派遣員工高流動率的原因,進而降低流動率,已經是不容忽視的課題。綜上所述,在提升企業整體績效方面,人力資源單位應重新思考究竟哪些是可以幫助企業發展的核心能力。並積極發展重點人力,鞏固核心人力資源,以追求公司最大利潤。而對於非核心部門可以先採取派遣人力來替代。另外,個案對象以結構方式歸納分析,應可協助企業於實務上的應用參考。
Abstract Global trends in flexible working, businesses and the pursuit of best value for money in response to rapidly changing business environment in order to maintain market competitiveness, and have adopted the dispatch workers, has also led to changes in the structure of the labor market. In this study, the company through the case study interviews and data collection to explore the Operational Management of Dispatched Workers of A Foreign Company in Taiwan, how to make scheduling more flexible workforce to enhance the core competence of enterprises; and operational management of dispatched workers to the quality of organizational performance assessment for reference, with a view to study the conclusions and recommendations made for Taiwan enterprises import dispatched workers providing information on their operation and management of thought. After finishing this study, after induction, the following conclusions: 1. Enterprises to use the dispatched workers of the main considerations for the changes in the industrial environment, in response to the manpower requirements of the business or the economy as well as the flexibility of business strategy, reduce personnel costs, savings and retirement severance pay; 2. After the case company for the effectiveness of the dispatch of holding a positive evaluation.; 3. The high turnover of the dispatched workers to enable the company a decline in productivity. So to explore the reasons for high turnover of dispatched workers, and to reduce the turnover rate has been the subject can not be ignored. To sum up, to enhance overall performance in the Human Resources unit should rethink what we can help the core competencies of enterprise development. And focus on the positive development of human resources, the consolidation of core human resources in pursuit of the company the greatest possible profits. As for the non-core sector can take dispatched workers to replace. In addition, the case object to the structure of a summary of the analysis should be able to assist companies in reference to practical applications.
URI: http://hdl.handle.net/11455/24679
其他識別: U0005-2006200915192700
Appears in Collections:高階經理人碩士在職專班

文件中的檔案:

取得全文請前往華藝線上圖書館



Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.