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    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/52592


    Title: 策略性全球人才管理 - 企業成功之關鍵
    Strategic global talent management-Synergy to business success
    Authors: 林惠媚
    Lin, Hui Mei
    Contributors: 季延平
    林惠媚
    Lin, Hui Mei
    Keywords: 策略性全球人才管理
    Date: 2011
    Issue Date: 2012-04-12 14:00:44 (UTC+8)
    Abstract: 探討以一個全球公司如何作最適切之人才管理, 促使人才管理為企業成功之最佳助力及關鍵
    "1. Prolegomenon 1
    1.1 Background and Research Motivation 1
    1.2 Research Object 2
    1.3 Research Goal 4
    1.4 Research Brief 5
    2. Literature Review 8
    2.1 Organization Design 8
    2.2 Design of Competency Model 12
    2.3 Key Position Profile 15
    2.4 Identification of Talents 17
    2.5 Development Roadmap 20
    2.6 Global Mobility 23
    2.7 Retention Program 28
    3. The Research Structure and Approach 30
    3.1 Research Structure 30
    3.2 Research Approach 31
    3.3 Research Constraints 32
    4. Case Study 34
    4.1 The Trends of Information Technology 34
    4.2 Case Study - IBM (International Business Machines Corporation) 37
    5. Conclusion and Suggestion 74
    5.1 Conclusion: 74
    5.2 Suggestions: 76
    6. References 77
    Reference: 1. Ally Solutions Group, Talent Identification Management Process, 2008.
    2. Blass, E., Talent Management: Maximizing Talent for Business Performance: Executive Summary, 2007
    3. Boudreau, J., IBM’s Global Talent Management Strategy: The Vision of the Globally Integrated Enterprise, 2010.
    4. Clark, D. R., Building a Leadership Competency Model, 2010.
    5. Collings, D.G. & Mellahi, K., Strategic Talent Management: A review and research agenda, Human Resource Management Review, 19:4, pp.304-313, 2009.
    6. Creelman, D., Talent Management: The Special Challenges of Small and Medium-Sized Enterprises, 2004.
    7. Ernst & Young, Managing Today’s Global Workforce: Elevating Talent Management to Improve Business , 2010.
    8. Estevez, M., Paparelli, A. & Schiron, P., Jr., Global Mobility Management – A Primer for Chief Legal Officers and HR Executives, 2011.
    9. Ford, J., Harding, N. & Stoyanova, D., Talent Management and Development - An Overview of Current Theory and Practice, Bradford University School of Management , 2010.
    10. Foster, D. & Herring, L., Architecture of Strategic Talent Management, 2010.
    11. Inovus, Inc., What is Organization Design?, 2000.
    12. Kusy, M., Jr. & Rouda, R., Organization Development , 1996.
    13. Lawler, E., Strategic Talent Management: Lessons from The Corporate World, 2008.
    14. Lockwood, N.,Talent Management: Driver for Organizations Success, SHRM Research Quarterly, 2006
    15. McIntyre, S., Employee Retention Programs, 2010
    16. McKinsey & Company, The War for Talent: Organization and Leadership Practice, 2001.
    17. Moy, H. & Houry, K., A Lean Approach to Staffing Brings Optimal Performance, 2010.
    18. Phillips, D., Building a Job Profile or Core Competency Profile, 2008.
    19. Rao, R., Information Technology Macro Trends: 2012 ~ 2013, 2011.
    20. Smith, G., Employee Retention Strategy : Solutions to Attract and Retain Your Best Employees, 2011
    21. Smith, J., Basic Principles of Organizational Design, 2011.
    22. Spicer, C., Building a competency Model, HR magazine, Vol. 54 No.4, 2009.
    23. Weichert Relocation Resources, Global Mobility Trends 2011 , , 2010
    24. Wolstencroft, E., Talent Identification and Development – An Academic Review, 2002.
    Description: 碩士
    國立政治大學
    經營管理碩士學程(EMBA)
    99932130
    100
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0099932130
    Data Type: thesis
    Appears in Collections:[經營管理碩士學程EMBA] 學位論文

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