中文摘要
企業與企業之間的競爭隨著科技的進步與資訊的發達愈來愈激烈，企業該如何在眾多競爭對手的環伺之下脫穎而出。因此，企業要決勝未來的一個重大挑戰，為如何先發制人地建立能開啟明日商機大門的核心能力，以及如何為現有的核心能力尋找新的應用之道。然而，企業建立核心能力需要優秀的人才，該如何雇用建立核心能力所需要的人力資源，成為重要的議題，大部份的人力資源雇用模式，多將焦點集中於同一組管理實務的所有員工上，卻忽略公司內不同組群可能存在不同雇用實務。
有鑑於此，本研究根據Prahalad & Hamel(1994)所提出的核心能力的建立觀點，並結合Lepak & Snell(1999)的人力資源架構，探討在維護核心能力、創新核心能力、展延核心能力以及開發新能力的四個階段中，企業應以何種雇用模式、僱用關係以及人力資源構形取得其所需的人才，並發展出一個可驗證的人力資源雇用架構。
本研究以高雄市某大型美語補習班為個案研究，以深度訪談的方式，探討個案公司在建立核心能力時所採用的人力資源雇用模式、僱用關係與人力資源構形。研究結果發現：
1. A公司維護核心能力的人力資源雇用模式為內部發展，僱用關係為交易式與夥伴的關係，人力資源構形為承諾與市場基礎。
2. A公司創新核心能力的人力資源雇用模式為內部發展與購買人力，僱用關係為交易式與夥伴關係，人力資源構形為承諾與市場基礎。
3. A公司展延核心能力的人力資源雇用模式為內部發展與購買人力，僱用關係為交易式與夥伴的關係，人力資源構形為承諾與市場基礎。

ABSTRACT

Along with the progress of science and technology and the development of information, the competitions between enterprises are becoming more and more intense which leads one to wonder how an enterprise can stand out among its numerous competitors. Therefore, one of the important challenges which determine how an enterprise could succeed is how to distribute its resources to create a core-competence for future business opportunities. It should also be able to find new application for its existing core competence. Not only that, for building its core competence an enterprise needs outstanding people and as such, how to manage its human resource to create core competence should also be an important theme. Most of the HR employment method only focuses on one particular group of people, hence overlooking the fact that different groups within an enterprise could be employed for different task.
In view of this, this research is based on the constructive viewpoint mentioned by Prahalad & Hamel (1994) on core competence, together with Lepak & Snell’s(1999) architecture of human resource. This research circles around four different stages – maintenance of core competence, innovation of core competence, extension of core competence and development of new capabilities. It studies the types of method, relation and structure an enterprise should adopt in order to acquire the necessary HR and develop a HR strategic structure which could stand the test of time.
Adopting an in-depth interview method, this research targeted a certain large scale English tutorial centre in Kaohsiung as the subject of study. It studied the human resource employment mode, relation and HR configuration adopted by this tutorial centre to build up its core competence.
The result of this research showed:
1. Company A adopted internal development method, a business transaction or partnership type of relationship and market-base and commitment HR configuration to build its human resource on maintaining core competence.
2. In creating new core competence, Company A adopted internal development method as well as recruitment of talents method. Relationship adopted was that of business transaction and partnership type and HR configuration was that of market-base and commitment.
3. Method adopted for expansion of core competence was pretty much the same.

中文摘要 ------------------------------------------------------- 2
英文摘要 ------------------------------------------------------- 3
目 錄 --------------------------------------------------------- 4
表

參考文獻
一、 中文部分
林晉寬(1995)，從資源基礎理論探討資源特性與成長策略之關係，國立政治大學企業管理研究所博士論文。
吳思華 (2000)，策略九說：策略思考的本質，第三版，台北：臉譜出版。
吳秉恩 (1994)，策略性人力資源管理，世界經理文摘，第91期。
高井透 (1996)，全球性企業的持續競爭優勢和核心能力。世界經濟評論，7，43-51。
周文祥，慕心等譯 (1988)，巨變時代的管理，第一版，台北：中天出版。
紀淑芳 (2002)，台灣人補英文年花二百億，財訊，247期，2002年十月。http://monthly.wealth.com.tw/247/t24750.html
陳國棟(1998)，交易成本理論與網絡統理的整合性研究，國立中山大學企業管理研究所碩士論文。
陳淑娟 (2002)，環境不確定，經營策略、人力資源彈性策略之探討：以高科技公司為例，國立中山大學人力資源管理研究所碩士論文。
曾文昌 (2000)，補教業，2000年11月，http://linux.ttjhs.chc.edu.tw/~tea249/images/carrycd/bb3/
曾寶玲 (1999)，企業核心能力與人力資源策略關係之研究，國立台灣師範大學工業科技教育研究所。
張火燦(1996)，策略性人力資源管理，台北:智揚文化。
溫金豐(1998)，人力資源系統構形與組織績效關係之研究: 以高科技廠商為例，國立中山大學企業管理研究所博士論文。
趙寶珍 (2002)，策略性人力資源構築管理之探索性研究：以某海運公司為例，國立中山大學人力資源管理研究所碩士論文。
顧淑馨編譯 (1995)，競爭大未來，第1版，台北：智庫，譯自Hamel G. & C. K. Prahalad。
高雄市教育局，教育統計資訊，http://wwwedu.kh.edu.tw/


二、 英文部分
Aaker, D.A., 1989. Managing Assets and Skills: The key to a sustainable competitive advantage. California Management Review, Winter: 91-106.
Arthur, J. B., 1994. Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37: 670-687.
Baird, L., Meshoulam, I., & DeGive, G., 1983. Meshing human resources planning with strategic business planning: A model approach. Personnel, 60, 14-25.
Barney, J., 1991. Firm resources and sustained competitive advantage. Journal of Management, 17: 99-129.
Barney, J. B., 1995. Looking inside for competitive advantage. The Academy of Management Executive, 9(4), 49-61.
Becker, B., & Gerhart, B., 1996. The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39: 779-801.
Becker, G. S., 1964. Human Capital. New York: Columbia University Press.
Becker G. S., 1976. The Economic Approach to Human Behavior. Chicago: University of Chicago Press.
Becker G. S., 1993. Human Capital(3rd ed.), Chicago: The University of Chicago Press.
Bettis, R. A., Bradley, S. P., & Hamel, G., 1992. Outsourcing and industrial decline. Academy of Management Executive, 6(1): 7-22.
Boisot, M., Lemmon, T., Griffiths, D., & Mole, V., 1996. Spinning a good yarn: The identification of core comprtencies at courtaulds. International Journal Tecnology Management, 11, 425-439.
Coase, R. H., 1937. The nature of the firm. Economic, 4: 386-405.
Coates, D., 1996. Putting core competency thinking into practice. International Journal Tecnology Management, 11, 441-451.
Collis, D. J., 1991. A resources-based analysis of global competition：The case of the bearing industry. Strategic Management Journal, 12(Summer): 49-68.
Collis, D. J., & Montgomery, C. A., 1995. Competing on resources: strategy in the 1990s. Harvard Business Review, 73, 118-127.
Coyne, K. P., Hall, S. J. D., & Clifford, P. G., 1997. Is your core competence a mirage? Mckisey Quarterly, 1, 41-54.
Davis-Blake, A., & Uzzi, B., 1993. Determinants of employment externalization: A study of temporary works and independent contractors. Administrative Science Quarterly, 38: 195-223.
Day, G. S., 1994. The capabilities of market-driven organizations. Journal of Marketing, 58, 37-52.
Delany, J. T., & Huselid, M. A., 1996. The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39: 949-969.
Delery, J. E., & Doty, D. H., 1996. Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39: 802-835.
Dyer, J. H., 1996. Does governance matter? Keiretsu alliances and asset specificity as sources of Japanese competitive advantage. Organization Science, 7: 649-666.
Edwards, R., 1979. Contested terrain. New York: Basic Books.
Grant, R. M., 1991. The resource-based theory of competitive advantage: Implications for strategy formulation, California Management Review, Spring, 114-135.
Hamel, G., 1994. The concept of core competence. In G. Hamel & A. Heence, Competence-based competition (pp.11-34). Nork York, NY: John Wiley & Sons.
Hamel, G., & Prahalad, C. K., 1994. Competing for the Future. Boston:Harvard Business School Press.
Hitt, M. A., Ireland R. D. & Hokisson, R. E., 1999. Strategic management: Competitiveness and globalization. Minneapolis/St. Paul, MN: West Pub. Co.
Jones, G., & Wright, P. M., 1992. An Economic Approach to Conceptualizing the Utility of Human Resource Management Practices. Greenwich, CT:JAI Press.
Kaufman, B. E., 1994. The Economics of Labor Markets and Labor Relations. Chicago: The Dryden Press.
Lawler, E. E., Mohrman, S. A. & Ledford, G. E., 1995. Creating High Performance Organizations: Practices and Results of Employee Involvement and Total Quality Management in Fortune 1000 Companies. San Francisco: Jossey-Bass.
Lei, D. T., 1997. Competence-building, technology fusion and competitive advantage: The key roles of organizational learning and strategic alliances. International Journal of Tecnology Management, 18, 77-91.
Leo, F. D., 1994. Understanding the root of your competitive advantage. In G. Hamel & A. Heence, Competence-based competition (pp.35-56). Nork York, NY: John Wiley & Sons.
Leonard-Barton, D., 1992. Core capabilities and core rigidities: A paradox in managing new product development. Strategic Management Journal, 13, 111-125.
Lepak, David P., & Snell, Scott A., 1999. The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review. vol. 24(1): 31-48.
Marino, K. E., 1996. Developing consensus on firm competencies and capabilities. Academy of Management Executive, 10(3), 40-51.
Marshall, A., 1961. Principles of Economics(9th ed.). London: Macumillan. Homewood, IL:Irwin.
Martell, K. & Caroll, S. J., 1995. How strategic is HRM? Human Resource Management, 34(2): 253-267.
Miles, R., & Snow, C. C., 1984. Designing strategic human resource systems. Organizational Dynamics, 13: 36-52.
Miles, R., & Snow C. C., 1992. Causes of failure in network organizations. California Management Review, 28: 62-73.
Nonaka, I., & Takeuchi, H., 1995. The Knowledge-creating Company: How Japanese Companies Create the Dynamics of Innovation. New York: Oxford University Press.
Parkhe, A., 1993. Strategic alliance structuring: A gams theoretic and transaction cost examination of interfirm cooperation. Academy of Management Journal, 36: 794-829.
Patton, M. Q., 1990. Qualitative Evaluation and Research Method, 2nd Ed.. Sage Publications, Inc. （吳芝儀與李奉儒譯，1995。質的評鑑與研究。台北：桂冠圖書公司。）
Peteraf, M. A., 1993. The cornerstones of competitive advantage: A resource-based view. Strategic Management Journal, 14: 179-191.
Petts, N., 1997. Building growth on core competences: A practical approach. Long Range Planning, 30, 551-561.
Pfeffer, J. & Baron, J., 1988. Taking the workers back out: Recent trends in the structuring of employment. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior, 10: 257-303. Greenwich, CT: JAI Press.
Pfeffer, J., 1994. Competitive advantage through people: Unleashing the power of the work force. Boston: Harvard Business School Press.
Polyani, M., 1966. The Tacit Dimension. Garden City, NY: Doubleday. Porter, M., 1985. Competitive Advantage: Creating and Sustaining Superior Performance. New York: Free Press.
Porter, M., 1985. Competitive advantage: Creating and sustaining superior performance. New York: Free Press.
Prahalad, C. K., & Hamel, G., 1990. The core competence of the corporation. Harvard Business Review, 68 (May-June): 79-91.
Quinn, J. B., 1992. Intelligent Enterprise. New York: Free Press.
Reed, R., & DeFillippi, R., 1990. Causal ambiguity barriers to imitation, and sustainable competitive advantage. Academy of Management Review, 15: 88-102.
Ring, P. S., & Van, A. H., 1992. Structuring cooperative relationships between organizations. Strategic Management Journal, 13: 483-498.
Rousseau, D. M., 1995. Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. Thousand Oaks, CA:Sage.
Rousseau, D. M., & Parks, J. M., 1993. The contracts of individuals and organizations. In L. L. Cummings & B. M. Staw(Eds.), Research in organizational behavior, vol.15: 1-43. Greenwich, CT: JAI Press.
Rumberger R. W., 1987. The impact of surplus schooling on productivity and Earnings. Journal of Human Resources, 22: 24-50.
Schuler R.S., 1987. Personnel / Human Resoure Management 3rd.ed., New York West Publishing Co.
Schuler. R. S., 1992. Strategic human resource management: Linking the people with the strategic needs of the business, Organizational Dynamics.
Schultz, T. W., 1961. Investment in human capital. American Economic Review, 51(March): 1-17.
Snell, S. A., & Dean, J. M., Jr., 1992. Integrated manufacturing and human resource management: A human capital perspective. Academy of Management Journal, 35: 497-504.
Tampoe, M., 1994. Exploting the core competences of your organization. Long Range Planninig, 27, 66-77
Teece, D. J., 1982. Towards an economic theory of the multi-product firm. Journal of Economic Behavior and Organization, 3: 43-57.
Teece, D.J., 1984. Economic analysis and strategic management. In J. M. Pennings (Ed.), Strategy for decision making in complex organizations, San Francisco: Jossey-Bass, 78-101.
Tsui, A. S., Pearce, J. L., Porter, L. W., & Hite, J. P., 1995. Choice of employee-organization relationship: Influence of external and internal organizational factors. In G. R. Ferris(Ed.). Research in personnel and human resources management: 117-151. Greenwich, CT: JAI Press.
Van de Ven, A. J., Delbeq, A. L., & Koenig, R., 1978. Determinants of coordination modes within organizations. American Sociological Review, 41: 322-338.
Waston, G. H., 1993. How process benchmarketing supports corporate strategy. Planning Review, 21, 12-15.
Williamson, O. E., 1975. Markets and hierarchies: Analysis and antitrust implications. New York: Free Press.
Williamson, O. E., 1981. The economics of organization: The transaction cost approach.. American Journal of Sociology, 87: 548-577.
Williamson, O. E., 1985. The Economic Institutions of Capitalism, New York: Free Press.
Winterscheid, B. C., 1994. Building capability from within: The insiders’ view of core competence. In G. Hamel & A. Heence, Competence-based competition (pp.265-292). Nork York, NY: John Wiley & Sons.
Wright, P. M., & McMahan, G. C., 1992. Theoretical perspectives for strategic human resource management. Journal of Management, 18(2): 295-320.
Wright, P. M., McMahan, G.C., & McWilliams, 1994, Human resource and sustained competitive advantage: A resource-based perspective, International Journal of Human Resource Management, vol.5, 301~326.
Wright, P. M., & Snell, S. A., 1998. Toward a unifying framework for exploring fit and flexibility in strategic human resource.
Yin, R. K., 1989. Case Study Research: Design and Methods, Newbury park: Sage Publications, p.56.