企業導入人力資源相關激勵措施之探討

本研究依據二家製造業及一家買賣業導入激勵措施作法，包括工作分析、績效考核、薪資報酬、晉升及績效獎金等各項激勵措施。而導入順序方面，首先為工作分析之職務說明書，再依職務說明書訂定績效考核表與績效考核制度，再依績效考核結果進行薪資報酬、績效獎金與晉升之規劃與執行。然而薪資報酬著重新結構訂定與薪資調整機制，晉升除尋求適當人員外更需提供訓練強化其能力，而績效獎金包括績效獎金與年終獎金。另外，人員晉升後議會聯結至薪資結構與績效獎金。而貢獻包括：1.協助廠商導入相關制度，並能讓經營者、各級主管及人資相關人員了解到推動相關工作之學理與技巧。2.並能透過制度推動激勵組織成員，與降低人員流動率，建立企業需經營之基礎。3.透過文章發表分享執行人力資源與激勵相關措施作為業界推動之參考。

關鍵字

工作分析；績效考核；薪資報酬；晉升；績效獎金

並列摘要

This study is based on two manufacturing industries and one trading industry to introduce incentive practices, including job analysis, performance appraisal, remuneration, promotion, and performance bonus. In terms of the introduction sequence, the first step is the job description for job analysis, then the performance evaluation form and performance evaluation system are formulated according to the job description, and then the remuneration, performance bonus and promotion are planned and implemented according to the performance evaluation results. However, remuneration are re-structured and salary adjustment mechanisms are in place, and promotions require training to strengthen their capabilities in addition to seeking the right people. In addition, the council will link to salary structure and performance bonus after the promotion of staff. Contributions include: 1. providing personnel with an understanding of the theory and skills of motivation; 2. motivating members of the organization and reducing turnover to establish the foundation for business needs; 3. sharing the implementation of human resources and motivation-related measures as a reference for the industry to promote.

並列關鍵字

Job analysis ； Performance assessment ； Remuneration ； Promotion ； Performance bonus

主題瀏覽