博碩士論文 etd-0908106-152931 詳細資訊


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姓名 鄭丞庭(Cheng-Ting Cheng) 電子郵件信箱 ctcheng62@yahoo.com.tw
畢業系所 人力資源管理研究所(Institute of Human Resource Management)
畢業學位 碩士(Master) 畢業時期 94學年第1學期
論文名稱(中) 委外策略選擇對組織效益之影響 - 企業與派遣服務業之觀點
論文名稱(英) none
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    摘要(中) 近年來由於產業結構迅速變化,全球投資環境不確定性增加,高成長高獲利之榮景已不復見,企業在面臨產業日趨成熟、甚至衰退的狀況下,無不亟思如何降低成本、調整企業體質,然卻能持續保持市場競爭力的良方。另一方面,產業型態與雇用模式出現了有別於以往的變化,組織規模漸趨向精簡與扁平化、專營於某塊專業利基的顧問業紛紛崛起,加上求職者工作價值觀的改變,終身雇用制之式微等等現象,持續地考驗著企業經營者的應變能力與經營彈性。
      人力派遣的概念也在此時因應而生,然而「人力派遣」策略對企業經營者的意義為何?是單純的降低人力成本?還是意味著企業它需要更大的彈性、更低的經營風險,以因應大環境猝不及防的變化與挑戰?本研究採個案研究的方式,與國內數家知名人力派遣業者與企業高階經理人進行訪談,為一探索性的研究。試圖藉由訪談兩方的結果,以勾勒出現行國內人力委外的運作模式,並深入瞭解其效益及對企業經營者的價值所在,進一步推估人力委外在未來的影響及可運用的層次。
    本研究發現以下現象:
    1、企業考量人力派遣的因素,已逐漸著重於更加彈性的人力運用、及降低聘雇風險的考量。
    2、企業運用人力派遣所產生的價值,會隨著企業規模、產業的屬性及企業核心能力等不同的因素,而產生不同層次的效益。
    3、企業在制訂人力資源策略的時候,會衡量內製管理成本與外包的交易成本,以決定人力委外的程度多寡。
    4、所謂的企業核心價值,與工作難易程度並沒有太大的相關。而是取決於企業主事者對於該角色的認知程度。
    5、台灣的企業人力委外活動,未來可望朝更廣泛的資源整合專家,與更深入的專業分工化發展,以扮演更具價值的策略伙伴關係。
    關鍵詞:交易成本、人力派遣、委外效益、企業核心價值
    摘要(英) In recent years, the rapid change of business climate, has cause a dramatic increase in investment risk throughout the world. The days of exponential growth and high profit margins are gone.  Industries are facing an overly competitive environment and down-cycling in many sectors.  Companies are focusing more on cutting costs, outsourcing manpower, shifting manufacturing to China, organizational downsizing in order to maintain a competitive edge.
    In the other hand, industry is transforming in ways like never before.  New hiring practices and modern horizontal management structuring have given both managements and applicants a better outlook of working value. 
    The concept of employee dispatching is gradually prevailing. However, what’s the meaning and benefit of using outsourcing strategies to the employers? Case study is adopted in this research, and this is an exploratory study. We try to sketch the outline of the local dispatch method and compare the dispatched work agency and user enterprise in Taiwan. Furthermore, according to the above findings to foresee that how workforce outsourcing works in the near future.
    From this research, we can conclude that:
    1、The main considerations of company using dispatching workers are more focus on organizational flexibility and reduce the risk of hiring.
    2、The values of using dispatch workers are arising different benefits along with the scale of each organization, industrial nature and core competence of different businesses.
    3、Employers will measure the cost of hiring by themselves with the transaction cost of outsourcing before their decision of using dispatching workforce.
    4、The so-called “Core Value” of each business which has few related to the “difficulty” of the jobs, but mostly defined by business owners’ recognition to the job function / position.
    5、In Taiwan, the outsourcing service is expecting to integrate with HR full functions to be a total solution provider or to develop in depth service to become a specialist. Then the outsourcing shall become not only a value-added service to the companies but also the strategy partner between both parties.
    Keywords:Transaction Cost、Outsourcing Workforce、Outsourcing Benefit、Core Competence
    關鍵字(中)
  • 委外效益
  • 人力派遣
  • 交易成本
  • 企業核心價值
  • 關鍵字(英)
  • Outsourcing benefit
  • Core competence
  • Transaction cost
  • Outsourcing workforce
  • 論文目次 第一章 緒論………………………………………………………10
    第一節 研究背景…………………………………………………10
    第二節 研究動機…………………………………………………11
    第三節 研究目的…………………………………………………12
    第二章 文獻探討…………………………………………………13
    第一節 外包的意涵………………………………………………13
    第二節 委外之相關理論探討……………………………………20
    第三節 核心競爭力觀點…………………………………………28
    第四節 人力資源功能委外………………………………………33
    第五節 小結………………………………………………………40
    第三章 研究方法…………………………………………………41
    第一節 研究取向…………………………………………………41
    第二節 訪談對象…………………………………………………43
    第三節 研究流程…………………………………………………44
    第四章 研究結果…………………………………………………49
    第一節 企業採用人力派遣服務的原因…………………………49
    第二節 採用派遣的種類…………………………………………60
    第三節 企業採用人力委外之預期效益與實際結果之分析……69
    第四節 人力派遣業的限制與未來契機…………………………71
    第五章 討論及建議………………………………………………78
    第一節 命題發展…………………………………………………78
    第二節 研究貢獻、限制與建議…………………………………87
    參考文獻………………………………………………………………91
    附錄一 訪談大綱……………………………………………………98
    附錄二 訪談稿摘要…………………………………………………99
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    口試委員
  • 黃振聰 教授 - 召集委員
  • 陳世哲 教授 - 委員
  • 任金剛 教授 - 指導教授
  • 口試日期 2006-07-12 繳交日期 2006-09-08

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