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    政大機構典藏 > 商學院 > 企業管理學系 > 學位論文 >  Item 140.119/59216
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/59216


    Title: 企業人才之觀念定義與個案驗證
    Authors: 簡婉筠
    Contributors: 管康彥
    簡婉筠
    Keywords: 人才
    人才定義
    人才管理
    Date: 2012
    Issue Date: 2013-09-02 15:14:36 (UTC+8)
    Abstract: 當今企業無不認為「人才是企業最大的資產」,而企業間搶奪人才之人才戰爭隨著人才供給的減少越演越烈,然而多數企業對於人才只有一模糊概念,但在對人才沒有明確定義下,企業也無法從事人才管理的活動,遑論藉由人才產生企業本身之競爭優勢。
    對於人才之定義,學界及業界始終未有一定論,本研究嘗試藉由關於人才及人才管理之文獻探討歸納出學界及業界對於人才之定義分類,共可分為以下三類:一、能力說,具有高績效及高潛力的人即為人才;二、職位說,人才是位居要職的人;三、全員說,在企業中人人都是人才。並且闡述此三種定義背後之支持理論以及中心思想。
    接著,奠基在此三種分類上,尋找相對應之個案進行驗證,能力說之驗證個案為奇異電子(General Electronic,GE);能力說之驗證個案為日本工具機製造商天田株式會社(Amada);全員說之驗證個案則為搜尋引擎龍頭Google。除了分別驗證三種人才定義之可行性外,本研究發現企業採取不同人才定義有其營運情境,並且企業會隨發展階段不同而選擇不同的人才定義,同時設計相對應之人才管理作法。企業可運用本研究之結論,檢視自身營運情境及需求選擇合適的人才定義,並搭配適當之人才管理作法。

    關鍵字:人才、人才定義、人才管理
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    三、網站資料
    1.The New York Times(2011, Mar.12). Google’s Quest to Build a Better Boss. (瀏覽時間:2013年7月23日)
    2.GE公司全球網站:http://www.ge.com/ (瀏覽時間:2013年7月21日)
    3.Google公司全球網站:http://www.google.com/about/(瀏覽時間:2013年7月15日)
    Description: 碩士
    國立政治大學
    企業管理研究所
    100355039
    101
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0100355039
    Data Type: thesis
    Appears in Collections:[企業管理學系] 學位論文

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