釋放人才潛能：優化人力資源策略以實現永續經營與生命週期

Talent Unleashed: Optimizing Human Resource Strategies for Sustainable Growth over the Corporate Life Cycle

本研究擴展了Chen和Su（2019）的發現，聚焦於永續經營與生命週期動態中的產業政策，提供了關於產業經濟學中人力資源策略的關鍵見解，並為政府規劃者提供寶貴的指引。本研究強調了招募一支效率較低的管理團隊相較於招募單一管理者的益處。具體研究發現如下：(1)在特定條件下，選擇n位才能水準為1倍的經理，比選擇1位才能水準為n倍的單一經理更具效益；(2)當「儲備幹部系統」缺乏學習效應且與外部經理之間的才能差異不顯著時，「空降部隊系統」在經理人招募上表現出更高的效能；(3)在完善的在職培訓機制下，採用「儲備幹部系統」的企業所達成的努力水準超越了「空降部隊系統」；(4)初始努力程度、人力資本消耗的時間長短，以及人力資本耗盡後的獲利能力，是驅動成長的關鍵因素，其中延遲消耗期與企業生命週期內更高的利潤呈正相關。

This study extends the findings of Chen and Su (2019) by focusing on industrial policies for sustainable management over the corporate life cycle, offering key insights into human resource strategies in industrial economics and providing valuable guidance for government planners. The study highlights the benefits of recruiting a team of less efficient managers over recruiting a single manager. The key findings include the following: (1) A team of n managers with a collective talent level of 1 is more effective than a single manager with a talent level of n. (2) A“rapid deployment system”in which new managers are recruited externally when current managers cease to add value to their companies outperforms a“talent pipeline system”when the talent pipeline lacks a learning effect and talent differences. (3) Companies using a talent pipeline system with strong on-the-job training achieve greater profitability than do those using a rapid deployment system. (4) A company’s initial investments in its managers, the time before these managers’human capital is depleted, and profitability when this depletion occurs are critical factors driving growth, with delayed depletion periods correlating with greater profits throughout the corporate life cycle.