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    题名: 創新策略下的設計思考與人力資源管理之互動關係
    The Interactive Relationship Between Design Thinking and Human Resource Management in Innovation Strategy
    作者: 沈虹廷
    贡献者: 韓志翔
    沈虹廷
    关键词: 設計思考
    策略性人力資源管理
    創新
    Design Thinking
    Strategic Human Resource Management
    Innovation
    日期: 2020
    上传时间: 2020-12-01 15:03:50 (UTC+8)
    摘要: 自20世紀以來，企業競爭優勢的基礎逐漸從成本優勢走向品質，再從快速回應環境的能力演變成創新的能力。而為了持續尋求創新，近年來由知名設計公司IDEO提倡的「設計思考」方法論備受矚目。設計思考旨在以有創意的方式，解決當今社會複雜的問題；若將其放進企業營運的框架內視之，則是幫助企業尋求創新的一項工具。而在21世紀知識經濟背景下，如何管理組織內的知識工作者，將其所擁有的知識轉換為生產力，並進而達成創新，實是當代重要議題之一。然而本研究透過文獻回顧，整理並發現目前針對設計思考與策略性人力資源管理之間關連性的文獻不多，故本研究透過此缺口欲了解，藉由「策略性人力資源管理」將人力資源活動與組織策略互相連結，形塑員工的技能、態度及行為，讓有才能的員工發揮己身知識與能力，幫助組織達成創新的過程中，設計思考的概念扮演了什麼樣的角色。
    本論文以國內外成功執行設計思考的企業做為探討對象，透過文獻研究及國內企業訪談檢視各企業在人力資源管理上之特別作為，並與文獻資料相互對照，研究設計思考與組織人力資源管理間的交互作用是如何達成培養員工核心職能、發揮創新工作行為、帶來創意並落實創新。最終將研究發現繪製成一組織人力資源管理制度與設計思考互動關係之方格矩陣，行跟列分別為設計思考的三個階段與人力資源活動，矩陣內則將個案企業人力資源活動整理並歸納之。
    研究結果發現企業藉由將設計思考的特質落實於人力資源管理制度中，能夠有效協助增進員工職能，不僅有益於順利推動設計思考的執行；且透過人力資源管理與設計思考概念交互作用後可以為企業帶來持續性創新的創新成效。
    The competitive advantage has been evolved to four phases since 20th century namely cost dominant, high quality, quick response and innovation ability. In order to continuously pursue innovation, the design thinking methodology promoted by well-known design company IDEO has attracted much attention in recent years. Design thinking aims to find a creative way to solve the complex problems in modern society, and if we adopt it in business operation, it can be a tool for innovation. In the context of knowledge economy nowadays, how to manage knowledge workers and enable them to transfer the knowledge they possess to work productivity is an important issue in contemporary era. However, through collecting and integrating literature review, this paper discovers that there are little literatures discuss the interaction between design thinking and strategic human resource management. Therefore, this paper seeks to figure out what is the role of design thinking concepts in strategic human resource management process since it aligns human resource management activities with organizational goals in order to shape the employees` skills, attitudes, and behaviours so as to achieving innovation.
    This paper not only collects cases of companies that successfully adopt design thinking methodology but also conducts interviews with managers. Then examines some special actions in companies’ human resource management and compares with literature in order to study how the interaction between design thinking and human resource management can help to develop employees` core competencies, demonstrate innovative work behaviours, brings creativity and innovation. Finally, the research findings are integrated into a grid matrix named “the interaction between design thinking and strategic human resource management”. The rows and columns are the three design thinking stages and human resource management practices, what is in the matrix are the organized and summarized human resource management activities.

    In the end, the main conclusions include: (1) By implementing the characteristics of design thinking in the human resource management system, it is helpful for companies to promote the design thinking methodology. (2) Through the interaction between design thinking and human resource management, it can bring incremental innovation to the companies.
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