當企業逐漸以創造優質人力取代經濟規模、廣告、顧客服務、產品品質為差異 化的競爭策略時，人力資源可能是組織維持競爭優勢的唯一來源，但是並非所有員 工都具有企業核心知識與技能，致如何運用人力資源任用（staffing)策略，將組織 人力做最適切之確保（acquisition)、開發(development)、維持(maintenance)、活 用（utilization)的支配，為管理實務上重要的議題。「任用」是一種過程，經由一 連串的活動所組成，包括招募、遴選和配置，組織經由此過程如何有效獲得有能力、 有意願工作的適當人選，本研究從構形理論(Configuration Theory)的觀點，建構 任用策略構形，由「資源基礎論」、「人力資本論」及「交易成本論」等組織、經濟 及管理面的理論基礎，建構人力資源任用系統構形之適配(Fit),並引用Lepak & Snell (1999)所提出任用模式，解釋策略性人力資源任用構形之運用，提出整合性 觀念，歸納出具有效力的人力資源構築，做為日後研究人力資源任用模式之構形議 題。

When enterprises have gradually replaced in order to create quality human economies of scale, advertising, customer service, product quality and competitive strategy for differentiation, the human resources organization may be the only source to maintain competitive advantage, but not all employees have their core knowledge and skills, how the use of human resources caused by staffing strategy, organizational manpower to do it to ensure the most acquisition, development, maintenance, utilization dominated practice for the management of important issues. "staffing" is a process, composed by a series of activities, including recruitment, selection and configuration, the organization how to get through this process has the ability, willingness to work for a suitable candidate for this study from the viewpoint of configuration theory, constructivism appointment policy configuration from " resource dependence theory ", "human capital theory" and " transaction cost economics " and other organizations, the theoretical basis of economic and management plane, construct HR appointment system configuration of the Fit, and references Lepak & Snell (1999) proposed mode of appointment, appointment to explain the strategic human resource configurations of use, proposed the concept of integration, has summed up the effectiveness of human resources to build, as the future of the human resources of the appointment mode configuration issues.