策略性人力資源管理與組織變革關係之讨论The investigation of strategic human resource management and the relationship of reformed organization卓文記台灣通信工業(股)公司人事部經理薛昭義大葉大學管理讨论所博士生王芳醴修平技術學院講師摘 要本讨论主要的目的是讨论企業如何應用策略性人力資源管理,來達到組織變革的成功 ,提升企業的競爭力。本讨论所採用的讨论方式,除以學者理論為基礎,並嘗試以實務作業面角度為主軸,探討組織變革在策略性人力資源管理中扮演何種角色,並試圖拉近產界與學界兩者的觀點。以及實際並探討策略性人力資源管理及組織變革之間的關係。經過個案分析比較發現:一:策略性人力資源管理與組織變革之間有密切關係,公司應將策略性人力資源管理與組織變革彼此配適。二:越早把策略性人力資源管理應用在組織變革中,組織變革成功的機會越高.相反的企業把人力資源管理越慢或僅將人力資源管理用於作業面及管理面,則組織變革成功的機會越低。三:透過以人力資源為競爭優勢之策略,以人力資源為公司的資源,從招募最優秀的人力 ,淘汰不適任的員工,激勵高生產力的員工,保持公司的彈性、活力,隨時應變,有利組織變革的成功。關鍵字:策略性人力資源管理、組織變革、競爭優勢。AbstractThe main purpose for this investigation is to research how enterprise can use strategic human resource management to reach success of reformed organization and upgrade the enterprise competition. The research method of this investigation, except base on the scholar theories, we also try to in practical way to explore which role of Strategic Human Resource Management played in reformed organization and attempt to pull together the point of view for both industry and theory community as well as to explore practically relationship between Strategic Human Resource and reformed organization. After the case analysis, we found the following truths:1 。 It draws a close relation between Strategic Human Resource Management and Reformed Organization。 Enterprise should fit them well.2.The sooner by applying the Strategic H...