第二階段運用職能評鑑系統進行360度評鑑及回饋，包括自身評核、上司評核、同僚評核、下屬/客戶評核，評鑑後結果運用評鑑系統產出群體中階主管評鑑結果分析、個別主管結果分析及互相比較分析。運用職能評鑑系統進行評鑑及分析，更能節省評鑑的時間及成本，評鑑人的配合意願也相對的提高。 ;The main purpose of this study is to establish the use of the mode of management of middle-level supervisors in case companies and the use of functional evaluation systems. Researchers will focus on the management role of mid-level supervisors to conduct in-depth discussions. The research process is divided into two phases:
After collecting the functions and relevant documents of the middle-level supervisors in the first stage, the meeting was conducted through expert meetings and interviews with high-level managers to find out the management functions of the mid-level supervisors of individual companies. After the discussion, Performance Management、Team establishment and management 、. Inter-team communication and cooperation Customer Relationship Management 、Job Guidance、 Question Settlement A total of six mid-level supervisory management functions and their definitions, And to develop a case company 『middle-level supervisory management function evaluation form. 』
In the second stage, 360-point evaluation and feedback were conducted using the functional evaluation system, including self-assessment, supervisor assessment, peer review, and subordinate/customer assessment. After the evaluation, the evaluation system used the output of the evaluation group and the supervisor commented. Analyze the results of the analysis, analyze the results of individual managers, and compare and analyze each other. The use of a functional evaluation system for evaluation and analysis will save time and costs for evaluation, and the appraisers’ willingness to cooperate will also increase.
