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| Title: | 人力資源資訊系統對服務創新影響之研究：以跨國HRIS軟體T公司為例
The Impact of Human Resource Management Practices on Service Innovation: A Case Study of a Multinational HRIS Software Company T |
| Authors: | 謝伊婷
Hsieh, Yi-Ting |
| Contributors: | 吳豐祥
Wu, Feng-Shang
謝伊婷
Hsieh, Yi-Ting |
| Keywords: | 人力資源資訊系統
人力資源管理措施
人才管理
服務創新
動態服務創新能耐
Human resource information system (HRIS)
Human resource practices
Talent management
Service innovation
Dynamic service innovation capabilities (DCV) |
| Date: | 2018 |
| Issue Date: | 2018-07-30 15:02:39 (UTC+8) |
| Abstract: | 人力資源管理發展至現今21世紀，已從以往傳統的人事管理(Personnel Management)轉化為現今注重人才發展與留用的人才管理(Talent Management)；此外，在這個E化的時代，愈來愈多企業意識到人力資源管理的重要性，因而導入人力資源資訊系統(HRIS)來提升人力資源管理的行政效率，以締造競爭優勢。本研究透過文獻回顧，整理並發現有許多研究顯示出人力資源管理措施與企業績效之間的關聯性，不過針對其與服務創新之間關聯性的文獻仍少。因此本研究針對此缺口，欲了解透過人力資源資訊系統實施之人力資源管理措施對於服務創新的影響性，使用den Hertog (2010)的服務創新六構面整合模型作為服務創新內涵的分析構面，並探討人力資源管理措施、動態服務創新能耐與服務創新內涵構面之間的關係。本研究採取選取台灣一間提供人力資源資訊系統之新創公司T作為研究對象，透過質性研究，深入了解與分析三間採納T公司系統的客戶公司透過人力資源資訊系統所實施之人力資源管理措施對於其服務創新的影響。本研究得到的主要結論，包括：（1）人力資源資訊系統有助於人力資源管理措施中的「訓練與發展」、「績效薪酬」、「員工參與」的實施，並利於服務創新的產生；（2）透過人力資源資訊系統實施之人力資源管理措施能協助企業建立「動態服務創新能耐」；（3）在人力資源資訊系統的採納下，動態服務創新能耐存在相互間的關係；（4）人力資源資訊系統中的人力資源管理措施可能直接或間接透過動態服務創新能耐之建立來影響企業服務創新內涵。並據於此，本論文最後提出四項理論意涵、三項實務建議與後續研究建議供未來相關領域之研究者及業者做為參考。
Human Resource Management has developed from traditional personnel management to the trending talent management which focuses more on talent development and retention in the contemporary 21st Century. Also, with the aid of information technology, more and more enterprises are aware of the importance of human resource management and thus start implementing Human Resource Information System (HRIS) to enhance the efficiency of human resource management practices and to create their own competitive advantage. Through literature review, this research collects and discovers that there are many papers indicating the positive relationship between human resource practices and enterprise performance, however still rarely little is literature related to human resource practices and service innovation. This research adopts the six dimensional model of service innovation of den Hertog (2010) as an analysis model and investigate the relationship between different constructs such as human resource management practices, dynamic service innovation capabilities and service innovation. Also, there are papers showing the relationship between human resource practices and service innovation but lack of quantitative cases as advanced empirical illustration. Hence, an HRIS software company T is selected as the study case. The researcher interviews and analyzes the influence of human resource practices through the adoption of HRIS on service innovation of three of customers of company T. In the end, the main conclusions that this research has come up with includes: (1) Conducting human resource practices such as “training and development, performance and compensation and employee engagement” through the adoption of HRIS facilitates the output of service innovation; (2) Conducting human resource practices through the adoption of HRIS facilitates the formation of “dynamic service innovation capabilities” within enterprises; (3) With the adoption of HRIS, there exists mutual relationship between dynamic service innovation capabilities; (4) Conducting human resource practices through the adoption of HRIS might directly or indirectly influence service innovation dimensions through dynamic service innovation capabilities. Based on the above conclusions, four theoretical meanings, three empirical suggestions and further research suggestions are proposed for future researches. |
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三、網路部分及其他
1.I公司官網，最後上網日期107年6月25日。
2.J公司官網，最後上網日期107年6月26日。
3.K公司官網，最後上網日期107年6月20日。
4.K公司2016年報 |
| Description: | 碩士
國立政治大學
科技管理與智慧財產研究所
105364127 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0105364127 |
| Data Type: | thesis |
| DOI: | 10.6814/THE.NCCU.TIIPM.008.2018.F08 |
| Appears in Collections: | [科技管理與智慧財產研究所] 學位論文
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