國軍軍官績效評估制度改進之探討-以桃園縣軍訓教官為例

The Study of Military Performance Evaluation System-Take Taoyuan military as example

徐懋興(Mao-Hsing Hsu)

指導教授 ： 李 弘 暉

元智大學/管理學院/管理研究所/碩士(2004年)

摘要

摘 要
考績制度不僅對生涯發展與規劃息息相關；國軍軍官考績評鑑結果為軍官晉升、派職、受訓、敘薪等重要人事作業的依據，因此，考績制度須具備公平性以確保優秀人才的培育。而人事作業之公正性則深切影響國軍幹部之士氣，因此，國軍軍官考績評鑑作業不但為人事作業之核心，更是國防管理實務之重要課題。
國軍考績制度必須能在眾多受考人員之中正確地評定出績優人員；所以評定出正確而又公平的考績績等，是目前國軍考績制度的一大考驗。因此，本研究提出一個改善現有制度缺失，符合「分層負責、逐級考核」之管理精神，使受考者注意個人的工作績效表現，同時也注意部門整體績效表現，有利團體合作之發揮。最後提出落實公平考核之精神、公開考績結果、考核評鑑項目應與個人能力特質與性向有所相關、考績評比結果應有更廣泛的運用建議，俾供決策當局未來在進行軍官考績評估的參考。
關鍵詞：1.績效評估
2.考績績序
3.考績

關鍵字

績效評估 ； 考績績序 ； 考績

並列摘要

Abstract
The performance Evaluation System influences individual carrier development, The result of performance evaluation serve as the bases for promotion ,training and salary processing in personnel administration .Hence the performance Evaluation System must be just and accurate so as to ensure the nurture of outstanding military personnel, The morale of military staff is greatly affected by the of the evaluation process .Thus military official performance evaluation is not only the core of personnel administration ,but a major concern of defense management as well.
In face of different military personnel with skills ,professional specialties in different units, whether or not a correct and fair personnel performance sequence could be get is a challenge for the military performance evaluation system. Therefore , a performance aggregation model, which meets the management essence of authorization and could improve the existing model ,is made and proposed. By this aggregation model, it let one not only pay his/her attention on individual performance within department , but team performance among departments. This mechanism makes team worked. Finally ,several suggestions are made for the agents of authorities and for further study.
Keyword：1.performance Evaluation
2.sequences of performance
3. performance

並列關鍵字

performance evaluation ； sequences of performance ； performance