頁籤選單縮合
題 名 | 木質家具工廠人力資源規劃研究=The Study of Human Resource Planning in Wooden Furniture Plants |
---|---|
作 者 | 李瑞珍; 張義雄; 蔡崑堭; | 書刊名 | 林產工業 |
卷 期 | 16:1 1997.03[民86.03] |
頁 次 | 頁122-132 |
分類號 | 487.31 |
關鍵詞 | 人力資源; 經營環境; 經營策略; Human resources; Management environment; Management strategic; |
語 文 | 中文(Chinese) |
中文摘要 | 由於人力資源是企業最重要的資源,是無法量計的資產,而人力是提高生產力的主要關鍵,如何做好人力資源規劃為家具工廠當務之急,因此本文以問卷及實地調查方式,探討人力資源管理規劃,俾供業界參考。主要調查對象是臺灣區家具工會會員,寄出一百一十六份,有效問卷回收三十五份(含實地調查十六份)。於民國85年4月10日至5月30日期間實施,茲將研究結果摘述如下:1. 員工離職原因排序第一位是薪水低,其次依序為自行創業。對公司前途沒信心、工作環境不佳、溝通不良、管理方式不當、壓力大、福利差、缺乏升遷機會、其它公司挖角,由前三項得知業界經營出現問題。2. 調查結果發現業界所缺乏之人才,依序為產品設計、研究發展、行銷、材料企劃管理、品質管理、製造、塗裝、此方面的人才已含括管理與專業技術人才,應特別加強重視培養管理、對於人事總務、採購、會計財務、工務等人才,僅有10%的業者表示缺乏,但實地訪查結果,所有工廠對於人力資源缺乏整體性策略性的規劃。3. 業者認為主管應具備管理學科與專業技術學科的學識,而對於操作員工則認為需要有成本觀念。數字觀念及品質管理的學識。4. 業界本身為因應環境變化,應制定經營策略及經營方針,規劃出公司未來的經營藍圖,重新為員工建立信心,以凝聚員工的向心力。5. 企業內各級主管與人事部門須共同解決人力資源各項問題及如何滿足員工之需求規劃,主管不能只以「事」的達成為其唯一目標,更必須以更多時間來了解所屬,激發員工潛能,亦即以人的發展為其職責,延續組織生命。6. 以臺灣現階段而言,以適才適用為原則,讓員工共同參與經營,與公司成為「利益共同體」、採用精兵高薪制,規劃績效考核制度。以溝通領導取代專制高壓,以鼓勵取代責罵,應建立長期人力資源培育計劃,不斷的訓練再訓練,使人才與公司同步成長精進。7. 本研究期能引發產官學各界對於木質家具業人力資源規劃之重視和更進一步的研究。 |
英文摘要 | Human resource is acknowledged as one of the most important and inestimable assets in an enterprise since it is the crux to increase the productivity. Therefore,how to work out a planning to maintain an appropriate human resource becomes to be a very urgent issue to the furniture plants. This research is based on the feedback both from the questionnaires sent out and by the field visiting to furniture plants for their human resource planning. There were 116 copies of questionnaires sent out to the members of Taiwan Furniture Industry Union,and 35 copies were collected back which including 16 copies collected by the field studies. The research was carried out through April 10 to May 30, 1996. The results of this research are sumarrized as follows, which may be as some references in the industry. 1. Low salary was considered as the first possible motive for the employee to quit from their jobs,other reasons went behind as new career founding, unsatisfied environment, bad communication skill, rotten management style,abnormal duty pressure,meager fringe benefits,limited promotion opportunity,jobhopping, losing credence in companys performance, etc. It shows that the management in the industry comes to a very critical situation that needs to be taken care. 2. The research shows the most desirable human resources in the furniture industry,according to their rankings,are R&D, product design, marketing,material planning & management,quality control, manufacturing, and finishing skill. Those favorite human resources, including managerial and technical, should be well trained and cultivated in a serious manner.There were only 10 % of research objects showed the needs of human resources in personnel, purchasing, accounting & financial,mechanical etc. It seems to be scarce to find out any company in our research objects carried carried with the overall and strategic planning on their human resources. 3. In the furniture industry, good administrators are acknowledged to be well disciplined with both in management and technical skills, operating workers also must have the proper concepts in costing, counting and quality judgment. 4. In order to ensure the employees credence and loyalty, furniture companies should draw the blueprint of their management strategies and organization goals for them to adjust in the staggering environment. 5. The staff, including personnel director, should conspire to work out how to solve and satisfy the opportunities of the human resources to meet employees needs; not just care about their office work. The enterprise can survive very well by the way to capture and encourage the mind of employee more carefuiiy. In other words, they should engage to develop everybody capability in the company. 6. If both the human resources and company development want to be well progre-ssed under the current situation in Taiwan, following principles should be well considered in the industry. To put the right persons in the right places,share interest with the employee as co-partnerships, enact the policy of excellent workers with higher earnings, set up a reasonable system to evaluate the empolyees performances,prefer to the leadership with well communication rather than domineering behavior, encourage up not to blame down the employee, and plan a long-term training for eternally human resources for the company. 7. The authors wish this research will induce the attentions and further advanced studies by the government, the enterprises and the academies on the subject of human resources at furniture plants. |
本系統中英文摘要資訊取自各篇刊載內容。