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Student Number 954207007
Author Tian-Jyun Gong(龔天鈞)
Author's Email Address No Public.
Statistics This thesis had been viewed 2009 times. Download 1008 times.
Department Graduate Institute of Human Resource Management
Year 2007
Semester 2
Degree Master
Type of Document Master's Thesis
Language zh-TW.Big5 Chinese
Title Management Control of HR Account Officer–Perspective of Control Theory
Date of Defense 2008-07-08
Page Count 140
Keyword
  • control theory
  • HR Account Officer
  • Abstract Since Dave Ulrich (1997) had exposed human resource professionals working at serviced department ( HR Account Officer) should account for being strategic partner, many enterprises adopted HR Account Service. HR Account Officer is a new position that is generated from HR departmental development. HR Account Officer need to execute more complicated tasks and perform diversely roles at the same time. Hence, how to manage and control this new position, HR Account Officer would be a critical problem. The paper tried to probe the proper management and control criteria and methods for HR Account Officer.
    Multiple case studies as qualitative study were adopted. Through interviewing seven enterprises, there are some findings including the length of period enterprises had adopted HR Account Officer, industry characteristics, and resources of recruitment would influence the management and control criteria and methods for HR Account Officer. Results also reveal that it is suitable to use high input control, multiple index for output control, and not suitable for supervising HR Account Officer directly as process control. Although HR Account Officers are commonly under the authority of human resource department, in order to provide best HR service, they should pursue human resource and serviced departmental goals. And the management and control criteria and methods for HR Account Officer should be set based on two departmental goals.
    Table of Content 目錄
    中文摘要 i
    英文摘要 ii
    誌謝辭 iii
    目錄 iv
    圖目錄 vi
    表目錄 vii
    第一章緒論 1
    第一節研究背景 1
    第二節研究動機 2
    第三節研究目的 3
    第二章文獻探討 4
    第一節人力資源客服代表 4
    第二節組織控制 11
    第三節人資客服代表之控制機制 22
    第三章研究方法 27
    第一節研究架構 27
    第二節研究方法與流程 28
    第三節研究對象 34
    第四章研究結果 37
    第一節人資客服代表之投入控制分析 37
    第二節人資客服代表之流程控制分析 50
    第三節人資客服代表之產出控制分析 55
    第四節控制型態分析與結論 65
    第五章結論與建議 70
    第一節研究發現 70
    第二節討論 73
    第三節研究限制及後續研究建議 75
    參考文獻 77
    附錄一:訪談大綱 82
    附錄二:A公司 85
    附錄三:B公司 95
    附錄四:C公司 104
    附錄五:D公司 110
    附錄六:E公司 117
    附錄七:F公司 123
    附錄八:G公司 131
    附錄九:人資客服代表管控整理表 138
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    Advisor
  • Wen-Jeng Lin(林文政)
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  • 954207007.pdf
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    Date of Submission 2008-07-21

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