本研究的焦點，主要是針對傳統產業進入國際化，在其國際化的歷程中所運用人力資源管理策略的活動及與整體經營績效間的相關性。由於本研究中的個案企業為傳統製造業，國內的學術性研究中，針對此產業在國際化歷程中所運用的人力資源管理策略資料蒐集、歸納及分析較缺乏。
因此本研究的重點，希望能夠透過探討此產業中最具規模的企業在其國際化歷程中所運用的人力資源管理策略，歸納並分析其相關運用的策略邏輯或方向。本研究之結果一方面可提供予電源線組的企業做為未來國際化，其人資策略的引用，另一方面，也希望可以提供予其他相似利基、類似特性的產業或企業做為進入國際化，其人資策略運用的參考。
經由本次研究得以歸納出以下結論：
1.個案公司國際化策略其目的在於強化競爭力及配合客戶，另規模經濟、上下垂直整合及降低成本為其主要的策略運用。而在人力資源管理策略型態，主要是運用利用(利誘)及累積(參與)的型態。在人資層級上，基本上，母公司及海外子公司各層級大致上是一致。
2.個案企業初期的人力資源策略類型，因為管理的一致性而採用母國中心型的人力資源策略。但隨著國際化程度的增加，公司在人力資源策略類型也就得慢慢的做修正。
3.本研究發現個案公司在人力資源管理策略型態上，較偏向利用型及累積型，雖然在財
務面上每年都在成長狀態，但在非財務面的表現上，如人員流動率就一直處在高點，
雖有部份是地理區域因素，但若能將人力資源管理策略的型態偏向促進型，則對整體組織績效將會再提升。

The research focus on the relationship between Human Resource Strategies and Operational Performance, as the traditional industry into the internationalize progress. Currently there is a lack of academic research about the Human Resource Strategy of this traditional manufacturing industry in the progress of internationalize .
The key-point of this thesis is : The case company is a major cord sets manufacturer in Taiwan, this thesis will study its human resource strategy by consolidation and analysis in the progress of internationalize .The current results of this study will not only provide the Human Resource Strategy direction of cord sets industry, but also provide reference to those industries that have similar attributes.
The results of this study are verified as followed：
1.The internationalization strategy purpose of a case company is to strengthen the competition capability and follow the customer. The mainly strategy is cost leadership by using the economies of scale and vertical integration. And the mainly Human Resource strategy types are Utilization(Inducement) and Accumulation(Involvement). In the position level of Human Resource ,it is the same between parent company and the subsidiary company
2.At the first strategy, the Human Resource Strategy followed the Ethnocentric type. However, the strategy is adjusted to an increase in the degree of internationalize
3.The research shows, in the type of Human Resource Strategy tend to Utilization and Accumulation type, the performance is growing yearly at financial aspect but at the Non-financial aspect the turnover rate of employees is always high, maybe the reason partly is factory location . If the type of Human Resource Strategy modify to Facilitation type, the whole organizational performance will be higher than before.

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