員工績效評估資訊系統建立之研究-以強迫分配法為例

The Study of Information System of the Forced Ranking Performance Appraisal

曾信源(Hsin-Yuan Tseng)

指導教授 ： 孫德修

朝陽科技大學/理工學院/工業工程與管理系/碩士(2009年)

摘要

在全球資訊爆炸的今日，由於快速的國際變遷、傳播及科技的進展，創造了高度的全球競爭。近幾年來E-HR(人力資源系統)越來越盛行於企業當中，因為企業深知在知識經濟的來臨時，人力資本已成為企業最重要的核心競爭力，根據研究調查顯示，企業若能善用e化工具，進行人力資源管裡，可有效提升78.7%的股東價值。「績效給薪」已經成為目前國內企業薪資政策的趨勢，現階段許多企業都有發放績效獎金以激勵員工的工作表現，但許多企業面臨一個共同的問題，無一個正確方式來對企業員工作績效評估。 目前台灣有許多專門設計E-HR(人力資源系統)系統的公司如：英特內公司、104公司、資通公司。也有許多設計ERP的公司也內建職能模組如：鼎新公司……。但在績效考核部分並無使用強迫分配手法，許多主管在考核員工績效時受到許多人情壓力，導致每個員工考績皆相同。近幾年許多企業皆實施淘汰企業績效底部百分之五員工，讓員工有警惕之作用，獎勵前百分之五員工，讓員工有積極進取的心理。
本研究冀望能撰寫出使用強迫分配法之績效考核系統，而其內建模組有：績效考核模組、員工基本資料模組、獎金計算模組、報表輸出模組。由以上模組所構成員工積效評估資訊系統，期望能對企業有些許之貢獻。

關鍵字

強迫分配 ； 績效考核

並列摘要

Today of information explosion of the whole world, because the fast international changes, spread and progress of science and technology, have created the high global competition E-HR(the human resources system) in recent years Prevail in enterprises more and more, Because enterprises know very well in the arrival of the knowledge economy, the capital of manpower has already become enterprise''s most important key competitiveness, Reveal according to the investigation of studying, If enterprises can make the best of e tool, While managing the human resources, Can improve value of the shareholders of 78.7% effectively. '' Achievements give firewood '' become domestic enterprise wages trend of policy at present already, A lot of enterprises release the bonus of performance in order to encourage the staff''s work performance at the present stage, But a lot of enterprise face the problem that one are common, have one correct way come, make to enterprise staff performance assess. A lot of Taiwan specially designs E-HR (the human resources system) at present Systematic company, for instance: interinfo Company、104 Company.The companies of a lot of design ERP build Job ability group of the function too, for instance:DSC……But examine and has not used forcing the tactics of assigning in the performance partly, A lot of executives receive a lot of gift pressure while commenting staff''s performance, cause each employee''s efficiency evaluation to be all the same. A lot of enterprises all eliminate 5% of the staff of enterprise''s performance bottom in recent years, let the staff have function watched out for, reward to the first 5% of the staff, let the staff have proactive psychology.
This research hopes to can be written out and used forcing the performance examination system which assigns the law, and its group of interior modeling is as follows, In charge of the performance and examine the Job ability group, Staff''s basic materials Job ability group, bonus calculate the Job ability group, report form export the Job ability group. Form by the above-mentioned Job ability group staff accumulate result assess information system, expect to be able to contribution that enterprise have some.

並列關鍵字

Performance appraisal ； Forced Ranking

參考文獻

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