Study of Retention Strategy in Hi-tech Industry Using Theory of Constraints
|關鍵字:||限制理論;高科技產業;需求層次;留才策略;Theory of Constraints;TOC;Hi-tech Industry;Need Hierarchy;Retention Strategy|
The entire enterprise constitution had transformed from labor-intense to knowledge, creativity-intense caused by the change of the global economic system. Under the urgent need of information-technology specialists, those knowledge-workers had become the hottest employees on the employment market. To have those employees is the key-to-success for every Hi-Tech industry. Therefore, how to keep those brilliant key persons is the most important piece of human resources management (HRM) in Hi-Tech industries. Through the analysis of industrial characteristics, employee personalities, turnover factors and needs satisfactions, the results show that Hi-Tech industrial employees prefer not only a creative, high involved and less constrictive working environment, but also the growth of technical skills and supports from the directors. This research applies the TOC thinking process and takes the three steps (What to change, To what to change to, and How to cause the change) to analyze the core problem from UDEs, and constructing the CRT, evaporating cloud, FRT, PRT and TT to develop the retention strategies. The conclusion shows that the core problem of Hi-Tech industry retention strategies is the conflicts between management objects, which also cause seven UDEs. This research recommends that the points of HRM should change from satisfaction of material needs including salary, welfare, training, and promotion to the enhancement of HRM functions including recruiting, positioning, developing and inspiring. Accommodate with three basic needs of existence, relatedness and growth, the expectation of retention can be achieved by implementing actions from four tragic objects including correct recruitment, specific job assignment, fine education plans and proper inspiration rules.