國內工業電腦產業績優員工所具備職能研究-以A公司為例

高科技的產業環境發展快速又競爭，對於員工的職能條件要求很高。本研究旨在探討高科技企業內員工背景條件及績優、績差的主管和員工在職能上的差異，以及職能與工作績效分數的關聯性。為達上述研究目的，本研究以國內工業電腦產業A公司為例，採用個案研究法、文件分析法，從個案公司的人力資源管理系統中擷取2015年計209名員工的考績資料，採用描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾森積差相關等統計方法進行分析，以確認績優員工所需具備的職能。本研究發現：(1)在不同的工作年資及教育程度的行銷業務類員工所具備的職能達顯著差異；(2)績優與績差主管在核心職能上的差異主要在工作效率方面；(3)績優與績差員工的職能上的差異主要在專業職能方面；和(4)職能與工作績效分數是具有相關性。最後研究者根據以上研究發現提出相關建議作為日後工業電腦產業在人力資源管理運用選用育留之參考。

關鍵字

績優員工；職能；工作績效

並列摘要

Due to the rapid development of high-tech industry and the trend of international development, the functional requirements for the staff is very high. The purpose of this study is to explore the relevance of employee background conditions, functions and job performance in high-tech enterprises, and the performance differences between supervisors and employees. In order to achieve the purpose of the study, this paper applied the method of document analysis to analyze the performance appraisal data of about 300 employees from the sample companies' human resources management system in 2015. This study conducted descriptive statistics, t-test, one-way ANOVA, Pearson’s product-moment correlations to identify the necessary competences of the outstanding performance staff for future reference in selection. The results of the study found that: (1)There are significant differences in the functions of marketing employees especially in the education level and working experience background; (2)The major difference between well and worse-performed managers lies in their work efficiency; (3)The major difference between well and worse performed employees is their professional acknowledge & competency; and (4)Performance and KPIs are highly related to each other. Based on the above findings, the researcher provides some suggestions accordingly for development, training and retention areas of human resources.