企業文化觀點下任用策略之探討

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Title:	企業文化觀點下任用策略之探討
Other Titles:	Recruitment Strategy with Respect to Corporate Culture
Authors:	廖宜群 Liao, Yi-Chun
Contributors:	胡坤德 Hu, Kun-Te 東海大學工業工程與經營資訊學系
Keywords:	企業文化;次文化;衝突;任用 corporate culture;subculture;conflict;recruitment
Date:	2006
Issue Date:	2011-04-07T08:40:57Z (UTC)
Abstract:	企業文化是組織適應外在環境形成內部價值觀的核心所在。因此，各個組織會發展出有別於他人的企業文化，直接的表現在企業經營策略與任用模式上。所以任用程序變成企業人力資源管理中最重要的活動之一，如何透過高效率及低成本的任用程序，取得適合企業的優秀人才，是企業人力資源部門努力的首要目標。企業在甄選新員工時，常常會試圖去尋找那些與組織文化適配的人，希望把方向導向「理想文化」；但是傳統的人力招募模式，因為部門功能性的不同，只以其需求條件去找人，所以方向會走向「實質文化」，因此造成實質文化和理想文化之間的差距。本研究希望藉由發展出一套任用模式，避免「文化不一致」所產生的衝突和浪費。本研究證實，創業經營者對於文化的影響是相當深遠的，特別是當經營者的行為和觀念一致時；另外，人力資源部門應該扮演文化磨合的關鍵角色，必須要成為員工和公司之間的溝通橋樑，發展出符合企業文化的人力資源策略；最後，經由「社會化」過程，讓員工真正瞭解企業文化的精髓所在，將員工塑造成企業想要的模樣。透過以上的程序，使企業能鞏固理想中應有的文化價值觀，進而消弭實質文化和理想文化之間的差距。 The corporate culture is the core of internal value as the result of how the organization adapt to the external environment. Therefore each organization owns its unique corporate culture and directly applied to a firm’s business strategies and recruitment mode, which in fact is one of the most essential activities of human resource management. The main objective for HRD (human resource department) thus is focused on getting capable hands though high efficiency and low cost in recruitment procedure.During HR selecting process, firms usually tend to look for people with values closer to organizational culture with direction of “desired culture”. However the traditional recruitment mode, with various departments functioning, looking for people as demanded, firms always follow the “current culture” instead which makes the gap in betweens.Our research intends to develop a framework that avoids conflict and waste of resource for the cultural inconsistence. We verified with our case study and come out with points as follows: First, the business establisher has quite a bit influence on the corporate culture, especially when their behavior consists with their own values. Second, HRD ought to play the key role for cultural reconciliation, which communicates for both sides of employers and employees. Finally, socialization making employees understand the essence of the corporate culture and with the intension of fit-in would eventually make employees part of the culture. Through the process above, firms consolidate their cultural values and minimize the gap in between desired and current.
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