人力資源資訊系統績效評估指標之建構─利用分析網路程序法

企業經營朝向國際化與多元化，人力需求是愈來愈多，而一個企業要如何有效的發揮人力資源管理功能，做好人力資源的管理，以達到競爭優勢，此時結合資訊科技與人力資源管理所發展而成的人力資源資訊系統（Human Resource Information System, HRIS）扮演著重要的角色。近年來關於HRIS之研究，大多數學者著重於導入效益與關鍵成功因素之探討，而較少針對HRIS導入之後的使用情況進行評估，企業實在需要一套適合的績效評估方式，以評估導入HRIS之績效。本研究係依據DeLone and McLean（2003）修正後的資訊系統成功模式為基礎，以「系統品質」、「資訊品質」、「資訊人員的服務品質」及「使用HRIS的效益」四大構面來發展HRIS之相關績效評估指標，最後透過文獻與借重專家意見篩選整理出15項績效評估指標，以此15項做為建構評估HRIS之績效指標。另外，考量各評估指標間並非為獨立之個體，具有相互影響之情形，故本研究使用分析網路程序法（Analytic Network Process, ANP）來建構績效評估模式。並期望於實務上，企業可利用本研究所建構之績效評估指標與權重來做為HRIS之績效評估量表，用以評估HRIS之績效，藉此瞭解系統之優缺點，找出系統缺點進行改善，及強化系統之優勢，達到提升系統整體滿意度之目的。

關鍵字

分析網路程序法；績效指標；人力資源資訊系統

並列摘要

The human requirement needs more and more when enterprise towards internationalization and diversification. How an enterprise expands efficiently the human resource management functions, and the enterprise can tend to a competitive advantage if human resource management is done well. Therefore, Human Resource Information System (HRIS) integrating information technology and human resource management plays an important role in enterprises. In recent years, most of the scholars emphasize to research benefits and the critical success factors for HRIS, but they rarely evaluate the usage condition after HRIS implementation. Actually, enterprises need a suitable method for performance evaluation, so as to evaluate the performance of HRIS implementation. Therefore, the study is based on the DeLone and McLean (2003) proposed information system success model, and developing performance evaluation indicators related HRIS by four architectures such as system quality, information quality, service quality in IT personnel, and the benefits produced by HRIS operation. Finally, the study integrates and filters fifteen performance evaluation indicators through literatures and expert opinions, such that fifteen items will be the performance indicators of HRIS set and evaluation. In addition, the study considers that all are group and correlation between each evaluation indicators, so as to use ANP （Analytic Network Process） method to set up the performance evaluation model, and hope that enterprises can use the practical performance evaluation indicators and weights set by the study to be a HRIS performance evaluation scale, so as to evaluate the performance of HRIS. As a result, the system shortage can be improved and the system superiority can be strengthened after the advantages or disadvantages of the system are recognized, so the purpose for system satisfaction upgraded will be achieved.

並列關鍵字

Performance Indicators ； Analytic Network Process ； Human Resource Information System

參考文獻

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1.Berry, W.E. (1993). HRIS can improve performance, empower and motivate knowledge workers. Employment Relations Today, Autumn, 295-303.

國際替代計量

人力資源資訊系統績效評估指標之建構─利用分析網路程序法

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