學位論文

Permanent URI for this collectionhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/73861

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    電子化人力資源資訊系統導入對人力資源部門的影響：一個實證研究
    (2012) 魏良宇; Matthew, Liang Yu Wei
    本研究在台灣探索電子化人力資源資訊系統的前因與後果的探究。研究運用便利抽樣從不同的管道蒐集組織層級的回答，研究中共採納182家公司的回答。本研究運用敘述性統計來驗證目前台灣現況的電子化人力資訊系統的運用狀況。更進一步，運用部分最小平方(PLS)以及結構方程式模型更進一步探索電子化人力資源實務以及與其他變數之間的關係。結果顯示電子化人力資源資訊系統前因，諸如人力資源角色的複雜性、工作複雜度或是當作中介的公司資訊能力，皆不成立。另外一方面，不同電子化程度的電子化人力資源資訊系統被此研究證明是可以有效驗證另外兩個被影響的變數，人力資源的策略性以及人力資源部門的職能。詳細的意涵在此研究中有更詳細的討論。
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    The Relationship of HR Roles and HR Practices with Organizational Performance in Financial Institutions in El Salvador
    (2011) Cesar Oswaldo Alas Rivas
    Following existing literature in different contexts, this study explored the HR roles and HR practices and their relationship with organizational performance in financial institutions in El Salvador. Based on a previous exploratory study conducted in El Salvador, the HR roles seem to be more functional oriented than that of a business partner that generates value to the organization. This study used Ulrich’s HR roles model as well as the Cranet HR practices survey, to determine the relationship with firm performance. Such performance was gathered from Fitch ratings publications during the year of 2010. Both instruments, especially the HR practices survey, went through an intensive validation process to adjust them to the contextual targeted location. They were translated into Spanish and distributed among the sample. The sample of this study was comprised of those financial institutions registered in El Salvador and listed by Fitch Ratings, Central America. Correlation and Regression were employed to determine the relationship. Based on the outcomes from the data analysis, partial relationship was found regarding both HR roles and HR practices towards organizational performance. In addition to the findings that partially support the hypothesis, this study reports the responses per item that showed high percentages in regards to “I don’t know” or “No use” options which led the conclude that the theories on HR roles and practices might be fairly new to the sample in the study.