The relationship between human resource management and firm performance-the comparison of indigenous and foreign firms in Taiwan

• Main Authors: Chen che-yen, 陳哲彥
• Other Authors: Shyh-jer Chen
• Format: Others
• Language: zh-TW
• Published: 1998
• Online Access: http://ndltd.ncl.edu.tw/handle/03795206025918486139

碩士 === 國立中山大學 === 人力資源管理研究所 === 86 === Human resource is one opportunity for firms to gain unique competitive advantages when many of them are easier aped. Firms can succeed from factors other than human resource, which are easily aped and will increase latent damage to the firms, therefore, human resource management is the key for firms to succeed Firstly, this research compares the discrepancies of human resource activities between indigenous and foreign firms; secondly, it analyses the relation between human resource management and firm performance; thirdly, it searches for the best practices of human resource management in Taiwan. The results of this research indicate that: 1. Firms of different investment states have no discrepancy on all activities other than recruitment. 2. "Union" has discrepancy on industrial relation; "Human resource department" has discrepancies on training and industrial relation. 3. Firms of different investment states have no discrepancies on financial index, non-financial index and firm performance. 4. Training has positive relation with financial index; training and industrial relation has positive relation with non-funancial index and firm performance. 5. Training has positive effects on financial index; training and industrial relation has positive effects on non-financial index and firm performance. 6. High performance group has discrepancies with low performance group on performance appraisal, promotion, training, compensation and industrial relation. 7. Training and industrial relation has positive effects on promoting firm performance. Considering the results mentioned above, some suggestions are made for both firms and further researches in this field.