研究結果顯示，整體來說員工與主管的互動狀況是明顯會對於績效管理制度的認知產生影響的，另外從員工互動狀況的評分中可看出，信任與溝通較授權此構面低，可顯示出此公司文化較偏向自由與彈性。;The core of performance management is through communication and counseling behavior to enhance staff capacity and the development of the potential of employees, from the assessment of staff work on a regular basis to pay attention to the behavior of staff performance, and then improve its performance through evaluation. Performance management as a continuous cycle of business management, viewing the overall process, its related activities cannot be completed by the independent implementation of the human resources department, should be in line with the department executives, the performance management system for users, if these practical measures to play its effectiveness, then the department executives will be the most the direct beneficiaries, if they can become partners, it could help organize the objectives of the operation, secondly, to make it the best back-up for the human resources sector.
For the application of the benchmark enterprise in performance management, this study selected semiconductor industry as a case study object. A total of 205 valid questionnaires were collected for the general staff. This study examine the degree of awareness of the relationship between employee and department executives, including "Trust", "Communication”, and " Authorization" for the company′s performance management system, including "Target setting", "Assessment criteria", "Evaluation" and "Link with compensation".
The findings are the interaction between the staff and the supervisor as a whole is clearly affected by the cognition of the performance management system. In addition, it can be seen from the score of the employee interaction status that the trust and communication are lower than the authorization. This show that corporate culture is more biased towards freedom and flexibility.