标题: | 民营化后国光客运人力资源管理策略之探讨 The Human Resource Management Strategies of Kuo-Kuang Bus Company |
作者: | 李佳彦 Chia-Yen Lee 汪进财 Jinn-Tsai Wong 运输与物流管理学系 |
关键字: | 人力资源管理;组织绩效;公路客运;Human Resource Management;Organization Performance;Intercity Bus Transport |
公开日期: | 2002 |
摘要: | 人力资源的概念,随着人的因素对企业经营之影响力与日俱增,过去传统视人力为企业成本的概念,已不适用目前的产业环境,人力资源已取代土地、资本,成为企业运作成长之主要动力。台汽于民国九十年七月完成民营化为国光客运,其营运状况尚佳,有关人力资源策略的订定,是影响公司内部运作之关键因素。以回归模式探讨国光人力资源管理与组织绩效关系,结果发现,人力资源管理成本对组织绩效影响为正向关系,并以相同模式对台汽进行分析,比较结果发现,国光的人力资源管理表现优于台汽。 国光人力资源管理策略中之薪酬策略,为本研究主要探讨项目,经由访谈后,国光薪酬制度中员工奖励占薪酬比例最多,且会随着营收变动,因此若员工想获得更多奖励,必须帮助公司提升营收才有机会。分析国光之奖励制度是否能促进绩效改进,本研究以统计检定方式,验证奖励对员工工作效率与组织绩效之影响,并配合台湾地区整体客运市场环境资料分析,结果发现,在相同外部市场环境条件下,国光的奖励制度确实会影响其组织绩效。 Human resource, replacing land and capital, becomes the most important factor for enterprises, and has huge impacts on business operation. On July 1, 2001, Taiwan Motor Transport Corporation(TMTC)was privatized to be Kuo-Kuang Bus Company. The performance of the privatized company is better than that before. This study tried to explore the possible causes from the viewpoint of Human Resource Management(HRM)implemented in Kuo-Kuang. The regression analysis concludes HRM activities have positive effects on organization performance. Compared with TMTC, Kuo-Kuang`s HRM activities are better than that of TMTC. Compensation, an item of HRM activities, is the focus of this research. Compensation in Kuo-Kuang is based on an incentive system which the reward is varied with revenue. Employees gain reward by enhancing revenue for company. By collecting the data of Taiwan bus market and using statistics to analyze the relation between incentive system and organization performance, we found Kuo-Kuang`s incentive system, excluding the external environment factors, does affect performance. |
URI: | http://140.113.39.130/cdrfb3/record/nctu/#NT910118030 http://hdl.handle.net/11536/69885 |
显示于类别: | Thesis |