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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/64356

    Title: 績效考核流程之建立與導入—以A公司為例;A Study on the Building and Implementation of Performance Appraisal System — A Case Study of Company A
    Authors: 何佳芸;Ho,Chia-yun
    Contributors: 人力資源管理研究所在職專班
    Keywords: 績效管理;目標管理;職能;Performance Management;Management By Objective;Competency
    Date: 2014-06-23
    Issue Date: 2014-08-11 18:10:54 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 全球企業即將面臨人才短缺的問題,如何找到適合公司且優秀的人才,應該是企業需要思考的發展策略,擁有越多人力資本將會是組織致勝的關鍵。為了能夠瞭解組織中具有高績效及高潛力的關鍵人才,或是發掘隱性人才加以適當的培養與發展成為核心員工,績效考核制度便成為企業人才識別時相當重要的工具。
    ;Worldwide enterprises will face the problems of talent shortage in the near future. How to recruit talents who can fit the organization should be considered as company’s prior development strategy. We know human capital will be the key for success of an organization. In order to find out high performance and high potential talents or train and develop employees to be core staffs in the organization, performance appraisal system is the important tool to identify talents.
    This study is mainly to explore the process of building and implementing new performance appraisal system in company A, examining system problems based on the theory of performance management, management by objectives and competency from literature review, and understanding employees’ feedback toward performance appraisal system by questionnaire survey. The study results will be the suggestions for further improvement and also the management guidelines when company A will implement it to other oversea entities in the future.
    It was found out that employees felt positive predominantly about new performance appraisal system, only getting negative feedback from the aspect of the connection between appraisal results and reward, so it influenced employees’ recognition to the system. Therefore, company A needs to keep communicate and explain system content with employees, strengthen the connection between appraisal results and reward, and review the process again in the next appraisal cycle. Ultimate goals are to make sure the integrity of system and reach the objectives when appraisal system building and implementation.
    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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