企業採用之人力資源管理制度傅遞出的工作情境訊息，會影響求職者對於企業的求職與受雇意願。本研究針對訓練、獎金、昇遷、以及分權化等四項人力資源管理制度，採用四因子受試者間實驗設計的方式，以大學和碩士應屆畢業生為研究對象進行實證分析。結果發現重視訓練、以能力為昇遷依據、以及採行分權化的組識，對於組織被引人才均有正面影響；而在人力資源管理制度之組合方面，則發現訓練和獎金制度之組合、分權化與獎金制度之組合、訓練與分權化制度之組合，對於組織人才吸引力有顯著的影響；最後，本研究也發現強化人力資本型比行政型之人力資源系統，對組織人才吸引力有較強的影響。 Human resource management practices signaling employment conditions of the organization might influence the perceived organizational attractiveness to prospective employees. The present study was intended to examine how training, bonus allocation, promotion, and decentralization and the possible interactive effects of them influence the organizational attractiveness perceived by perspective employees. A 2×2×2×2 between-subject factorial design was administered to undergraduate and graduate students of three universities. The results showed that organizations with extensive training, ability-based promotion, and decentralization were perceived as more attractive. In addition, three .interaction effects among human resource practices were found to have significant impacts on organizational attractiveness. Finally, compare to the administrative HR system, organizations adopting the human-capital-enhancing HR system generated higher organizational attractiveness.