企業落實人力資源管理產學計畫－以S化工廠為例

Enterprises Implement Human Resource Management Industry-University Project: A Case Study of S Chemical Company

王怡強(I-Chiang Wang)

《專利與產學合作計畫報告》 7卷1期 (2021/09) Pp. 32-43

https://doi.org/10.6584/RPICP.202109_7(1).0004

摘要

過去數年案例公司與南臺科大進行四個產學合作案。由於公司擁有來自日本之技術及持續新產品導入，因此在市場開發與生產技術提升上相對順利。但在公司發展過程上和一般企業相同，存在人員管理上問題。為提升公司營運績效，因此導入人力資源管理相關管理制度。產學計畫目標包括：1.瞭解特定職位所需職責及工作內容作為招募應徵時選才之依據。2.區隔組織成員表現，表現佳給予獎勵，表現不佳則教育訓練。3.讓組織策略落實、KPI改善及人員職能落差彌補以提升組織整體績效。4.讓成員認知努力工作則有更多發展機會，達到激勵員工積極表現。5.降低組織成員流動率，且留下積極表現之員工。而計畫執行內容包括五個構面，包括職位說明書撰寫、教育訓練系統建置、績效考核制度導入、人員晉升制度建立及薪資及獎金管理制度建立。實際效益包括1.量化效益：營收提升20%、生產良率提升2%、生產效率提升6%及人員流動率降低3%。2.質化效益：強化人員能力、提升工作意願、增進組織效益及達成永續經營。

關鍵字

人力資源管理 ； 職位說明書 ； 教育訓練 ； 績效考核 ； 晉升制度 ； 薪資管理

並列摘要

In the past few years, the company has conducted four industry-university cooperation projects with South Taiwan University of Science and Technology. As the company has technology from Japan and continues to introduce new products, it is relatively smooth in market development and production technology improvement. However, the company's development process is the same as that of ordinary enterprises, and there are problems in personnel management. In order to improve the company's operating performance, the relevant management system for human resource management was introduced. The objectives of the industry-university plan include: 1. To understand the responsibilities and job content required for a specific position as a basis for selecting talents when recruiting. 2. Members of the segmentation organization will be rewarded for good performance, and education and training for poor performance. 3. Let the organization strategy implementation, KPI improvement and personnel function gap make up to improve the overall performance of the organization. 4. Let the members recognize that hard work has more opportunities for development, so as to motivate employees to perform positively. 5. Reduce the turnover rate of organization members, and leave employees with positive performance. The implementation of the plan includes five aspects, including job description writing, introduction of employee training, performance evaluation system, personnel promotion system, pay and bonus system. The actual benefits include 1. Quantitative benefits: 20% increase in revenue, 2% increase in production yield, 6% increase in production efficiency, and 3% reduction in personnel turnover. 2. Qualitative benefits: strengthen personnel capabilities, enhance work willingness, increase organizational efficiency, and achieve sustainable operations.

並列關鍵字

Human Resource Management ； Job Description ； Employee Training Performance Evaluation ； Personnel Promotion ； Pay and Bonus System

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