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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/64355

    Title: 分紅制度導入及績效管理制度之診斷分析-以某製藥公司為例
    Authors: 施春慈;Shih,Chun-tzu
    Contributors: 人力資源管理研究所在職專班
    Keywords: 績效管理;員工分紅;工作投入;Performance Management;Profit Sharing;Job engagement
    Date: 2014-06-23
    Issue Date: 2014-08-11 18:10:50 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 企業能永續經營,最難被模仿的,應該是人力資本,因此企業希望能提高員工對工作的投入,以不斷的提高企業的競爭力。而人力資源策略是隨組織發展策略而生,其中最能驅動員工投入的人力資源措施包括績效管理制度及獎酬制度。
    ;There are many factors for corporate sustainability and human capital is one of the most essential factors for its imitation difficulty. Consequently, enterprises are seeking incentives to drive employee engagement to make them more competitive in industry. Human resources management strategies are usually formed associated with corporate development strategies and we found performance management and profit sharing program are the most key drivers of employee engagement.
    This case study aimed to investigate impacts of performance management and profit sharing on employee job involvement. By using questionnaires, we collected employee’s opinion on current performance management system and new reward program and realize the influences on employee engagement. Based on literature review, Human resources programs study and data analysis from questionnaires, we made suggestions for existing system and new bonus reward program for this corporate case.
    The result reveals that employees gave positive comments to new bonus reward program. However, they are skeptical the result of linking between performance evaluation and bonus distribution as the evaluation methods can hardly justify performance. The demographic variables also indicate higher job involvement in management level compared to general labor. In general, well-recognized and established programs of both performance management and profit sharing program are found positively associated with job involvement.
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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