利用即時工作成果資訊進行公務部門績效管理之研究

The Research on using the real-time information of work effort for Performance Management

陳玫珍(Mei-Chen Chen)

指導教授 ： 劉士豪

中原大學/商學院/資訊管理研究所/碩士(2010年)

https://doi.org/10.6840/cycu201000482

摘要

中文摘要
全球化及網路科技的發達，造就知識驅動時代的來臨，使得組織的經營變的極為複雜，績效的管理正從有形朝無形方向聚焦，多元平衡指標與多元回饋促成個人與組織得以成長發展。資訊獲得的速度往往深入影響決策者找尋問題下定決斷的重要因素，伴隨資訊蓬勃的發展，這個問題已經可以適時適所的徹底解決。
所謂績效是指員工在過去一段時間中的表現，也是一種工作的成果及對企業的貢獻。一個人績效的好壞，顯示其在該職務上對企業的價值高低。績效的評估者大致可分為三類：主管評估、員工的自我評估及全方位的評估。無論是那一類的評估方式，都需要即時且正確的資訊提供決策者，便於其在最短的時間下最適切的決定。其中員工自我評估可協助員工辨認自己的優、缺點，致能設法改進工作績效，特別是從事自主性高的工作員工，效果更是卓越，尤其可以減少主管與員工間的對立情事發生。
一般的即時資訊多以提供管理者作為決策使用，甚少以員工自我精進的成效為研究的對象，本研究將某單位原為人工計算每月提供一次的個人績效，利用PHP+HTML及MySQL等相關技術，撰擬提供同一單位所有員工的「即時工作成果資訊管理系統」，藉以探討員工對透明化、即時化、資訊化及網路化的工作成果資訊管理，造成個人績效產出影響的研究。
從研究中，我們可以發現(一)作業人員抗拒行為主要以系統未導入前顯現最為嚴重。(二)個人工作成果及員工加班時數呈現上升趨勢。(三)主管訪談時數隨著系統使用的時間逐漸遞減。
　　經由本次個案系統導入過程中歸納出，新系統導入的成功與否，須具備下列三大關鍵因素：
(一)系統方面：系統導入是否有助於目前工作成效的透明化及即時性。
(二)教育訓練方面：作業人員對系統的接受度與熟悉度。
(三)組織堅決的態度：主管是否會持續實行，組織政策續航力如何。
關鍵字：工作績效、即時資訊、組織抗拒

關鍵字

組織抗拒 ； 工作績效 ； 即時資訊

並列摘要

Abstract
The impact of globalization and network technology brings up the coming of the knowledge-driven era. It makes the organization’s operation and management extremely complex. The performance management is focused from the tangibles to intangibles. The diversified balance index and multiple feedbacks lead to positive growth for individuals and organizations. Information accessibility becomes the key factor for decision-makers to find the problems and take the decisions. With the prosperous development of information, the problem has been already solved in adequate timing and occasion.

The so-called performance refers to the employees’ performance in a period of time of the past and their work results and contributions to the enterprise. A person’s performance is good or bad, showing his position value to the enterprise. Performance evaluators are broadly classified in to three categories, the evaluation of the chief in charge, the employees’ self and the comprehensive evaluation. No matter what type of evaluation it is, policy makers need real-time and accurate information in the shortest time to make the most appropriate decision. Employees’ self evaluation can help them to identify their own advantages and shortcomings so that they can improve their own work performance. Especially for those highly autonomous staff, the effect is more outstanding. It can reduce the confrontation between the top management and the staff.

The real-time information is generally provided to managers for decision-making, not targeted to employees’ self-improvement. This study gives an example of an organization’s monthly performance for all staff by using HTML and PHP + MySQL and other related technologies instead of using manual calculation. It focuses on the relation between the employees’ reaction to the clear, real-time, informative and network-based “work effect technology management system” and their work performance.

From the research, we can find three results. First, the staff resistance mainly appears before the new system has been used. Second, personal work performance and the work-over-time hours have been increased. Third, the interview hours between the chief in charge and the staff gradually decrease by adopting the new system.

In this case, the key factors of the success of the new system adoption are as below. First, for the system, it helps to form a clear and real-time work performance. Second, the staff education and training will influence the staff’s acceptance and familiarity of the new system. Third, the consistent attitude of the organization and the management affect the continuity of the organizational policy.

Keywords：Performance appraisal、Real-time Information、Organizational resistance

並列關鍵字

Performance appraisal ； Organizational resistance ； Real-time Information

參考文獻

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