蒐集過去研究顯示鮮少運用TRIZ於人力資源管理之研究，尤其是運用在醫療機構人力資源管理。本研究經由文獻整理歸納後，將在醫療機構人力資源管理單位多年實務中所經歷的案例，對應至TRIZ 40發明原則，以期做為激發創新改善目前醫療機構護理人力困窘的狀況。本研究得到四項結論：1.TRIZ 40發明原則，近幾年來許多研究者運用在管理研究上。本研究證實，人力資源管理在護理人員留任解決方法，也依循40發明原則。2.TRIZ理論可以讓使用者減少資料蒐集時間，提供明確解決問題的方向，提高資源有效運用。3.TRIZ理論架構與系統性的分析與歸納，足以解決管理上，周而復始之問題或重複發生之衝突與矛盾。4.在人力資源管理相關領域，可以透過40發明原則解決，並擴及留任以外之其他人力資源管理實務。 In the past for over a decade, TRIZ is rarely used in human resource management, especially in medical sectors. This study is to summarize by literature, and knead cases experienced in many years of practice in human resource management units in medical sector to map to the TRIZ 40 principle of innovative invention. In order to stimulate innovation to improve the current medical sectors nursing manpower dilemma. Four conclusions have reached in this study as follows：1.Recently, many researchers applied the TRIZ 40 innovation principle in management research. This study confirms that human resource management retains the solution in nursing staff and follows the 40 innovation principles as well.2.The TRIZ theory allows users to reduce the time of data collection, provides a clear direction to solve the problem, and improves the effective operation of resources.3.The TRIZ theoretical architecture and systematic analysis and induction are enough to solve the problems of management and repeated conflicts and contradictions.4.The TRIZ theory and system is sufficient to solve the problem of management over the recurrence of conflicts and contradictions.
