A Study Of Strategic Human Resource Management On Taiwanese Enterprises

The study explores how Taiwanese enterprises utilize their organizational competencies, business strategies, human resource management capabilities and human resource management effectiveness in the external turmoil environment.On the introduction of this study, it indicates the reason why researches this topic, what the literature are, the flow of the study, and what the structure is briefly. It explores the theory of the human resource management, and the relation between the external environment, the organization capacities and the management strategy. It also studies the relative theory of the strategic human resource management, and the human resource management capabilities and the model of the human resource management effectives simultaneously. It describes the structure of this study, the index of the variance in the system of the strategic human resource management. There shows the methods of the analyzing data, the characteristic of the sample, and the reliability & validity analysis in the statistics analysis chapter. In the chapter of the empirical study, it describes the descriptive statistics analysis, factor analysis, the relative relation between all of the variables, and the evidences of the assumptions.It indicates the external environment includes politics, economic, lawsuit, social factor and human resource quality. There are network system, competitive culture, continuous improvement ability and responsive ability in organizational core competencies for firms in Taiwan. There are three types of business strategies in this study, which are the growth strategy, the stability strategy, and the retrenchment strategy. In the functions of human resource management which involve human resource management competency and human resource management effectiveness.It shows that most of firms run stability strategy. In capitalize type of the Taiwanese firms that manufacturing firms in industry type, and small firms run stability strategy. However the large firms run growth strategy. The large firms fulfill higher degree than small business in the HRM implementing. The firms of the industrial technology industry have higher level than manufacturing industry in HR implementing including HRM competency and HRM effectiveness. The HRM competency and HRM effectiveness will have the higher degree of HRM competency and HRM effectiveness when interfered by the retrenchment strategy. The organizational competency has directly significant affected by the HRM competency and HRM effectiveness. And the HRM competency and HRM effectiveness also have been affected by the organizational competency interfering.As result of this research implies if the enterprises will hold the competitive advantageous, it should fulfill the advantageous human resource, and devote to utilize the organizational competencies with the strength of the HRM competencies and HRM effectiveness. Owing to promote the level of HR ability, the enterprises would be very competitive advantage and could run forever.