| Summary: | 碩士 === 國立雲林科技大學 === 企業管理系 === 105 === In recent years, the hypermarket has been enormous business growth, faced with the greatest risk is the staff of the problem, especially in the holidays, students after graduation season, many employees choose to leave, resulting in labor shortage problems. The case firm believed that multifunctional staff is not easy to train, and that the current organizational structure does not have a normal interdisciplinary arrangement. In order to solve the above problems and implement the pipeline management policy, to integrate and simplify the work in order to effectively use the human resources, and improve the staff in the store time, increase the number of customer service opportunities, the purpose is to achieve "the simplified, detailed division of labor."
This study adopted the case study method, combined with the current pipeline management policy of C Company in Taiwan, to participate in the observation and individual in-depth interviews, the study of the relationships among employee tasks arrangement and work outcome by the theory of job design. The main conclusions of this study are as follows:
1.In the pipeline management policy, the employee work efficiency slow down, the staff of the work pressure diminished, staff turnover rate increased significantly, the company continued in the loss of outstanding talent, resulting in the overall operation is very difficult.
2.From the organizational policy to the undertable noncooperation implementation, there are many things are unable to change, and then evolved into "on the policy, under the countermeasure" results.
3.Through the adjustment of individual pay structure, improve the quality of work, adequate manpower, perfect pre-service training may help to break the high turnover rate，the lowing down ability, incentives and other vicious circulatory factors.
4.Organizational design and work design should be consistent with the current adjustment of the work of the design of human resources caused by the vicious cycle of the problem may be considered to return to the department system, but can change from the department to do a small pipeline management policy, through this mode of operation, the same can be implemented to the concept of pipeline management policy, but also keeps to the store executives, and the staff rebound to the lowest, so that the excellent staff will be do continue to stay in this company, to achieve real work efficiency and create a win-win situation.
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