台灣電信產業自1996年立法院通過電信三法，1997年開放行動通信服務，2003年以後手機門號數漸趨飽和，業者開始面臨獲利與版圖無法繼續擴張的挑戰，同時於高速成長期間所忽視與累積的人力資源問題、人力資源策略也一一浮現。
由於人力資源管理活動所包含的領域相當廣泛，本研究嘗試探討何種管理活動能有效發揮人力資本之效用，人力資本對於電信業績效是否能產生影響。本研究主要探討人力資源管理活動、人力資本與部門績效的關係，同時以人力資本為中介變項，探討其是否會在人力資源管理活動與部門績效間存在中介效果。
本研究採用問卷調查法，以遠傳電信員工為研究對象。以平均數、標準差、Pearson相關、迴歸及階層迴歸對資料進行分析。經由統計分析之後，歸納出下列重要的研究結論：1.人力資源管理活動對人力資本有顯著正向關係，即公司重視並推行人力資源管理活動愈高，將助於公司員工人力資本的提升：其中高績效人力資源管理活動(HPWS)對人力資本獨特性有顯著正向關係，勞資關係人力資源管理活動(ER) 對人力資本價值性有顯著正向關係；2.人力資本對部門績效有顯著正向關係，即公司員工的人力資本愈高，公司內部門績效愈高：其中人力資本獨特性及價值性皆對部門績效有顯著正向關係；3.人力資源管理活動對部門績效有顯著正向關係，即人力資源管理活動施行愈完善，將帶給部門較好的績效，尤其是勞資關係人力資源管理活動(ER)對部門績效的影響更為顯著；4.人力資源管理活動除了對部門績效具有直接效果外，亦能夠透過人力資本的中介效果，對部門績效產生影響，即公司推行人力資源管理活動愈完善，會提升員工的人力資本，進而使公司內部門績效提升。

Taiwan telecommunication industry began to enter a vigorous developing stage, since the Legislative Assemblies passed laws of telecommunication in1996 and opened mobile telecommunication service in 1997. Since 2003, the subscribers had trended to saturation and the operators had begun to face some challenges of profit and market share. The problems which had been ignored and accumulated at the high growing period emerged gradually, the problems of human resources also emerged at the same time.
Because the fields of human resource practices are widespread, this research has tried to discuss which practices are effective in developing the utility of human capital and whether the human capital could influence the performance of telecommunication industry? This research has discussed the relationship on human resources, human capital and department performance, and regarded the human capital as mediate variable, to discuss the mediate effect between human resources and department performance.
This research has adopted questionnaire survey and used the FarEasTone’s employees as participants. This research has used mean, standard deviation, Pearson correlation, and regression and Hierarchical regression to analysis the data.
The results are as follows：1. The human resource practices and human capital are significantly positive correlations. That means the company emphasizes on human resource practices, which would improve the human capital on employees. 2. The human capital and department performance are significantly positive correlations. That means the employees have higher human capital could improve department performance. The value and unique of human capital are both significantly positive correlations to department performance. 3. The human resource practices and department performance are significantly positive correlations. That means the company emphasizes on human resource practices, which would improve the department performance, especially in labor-capital relations human resource practices. 4. Besides the direct effect between human resource practices and department, there were also mediate effect through human capital to improve department performance. That means the company emphasizes human resource practices which would improve the human capital, then it would improve department performance.

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