| 姓名 |
姚建甫(Chien-Fu Yao)
查詢紙本館藏 |
畢業系所 |
人力資源管理研究所在職專班 |
| 論文名稱 |
中階主管管理職能模式建置與職能評鑑系統之運用-以J公司為例
|
| 檔案 |
 [Endnote RIS 格式]
[Bibtex 格式]
 [相關文章]  [文章引用]  [完整記錄]  [館藏目錄]  至系統瀏覽論文 ( 永不開放)
|
| 摘要(中) |
本研究的主要目的是要建立個案公司中階主管管理職能模式及職能評鑑系統之運用，研究對象會聚焦中階主管應具備管理職能做深入探討，研究流程分兩個階段：
第一階段收集職能及中階主管相關文獻後，經由專家會議與高階管理者訪談，找出符合個案個公司中階主管管理職能，討論後定義出績效管理、團隊建立與管理、跨團隊溝通與合作、客戶關係管理、工作指導、問題解決共六項為中階主管管理職能及其定義，並加以發展個案公司『中階主管管理職能評鑑表』。
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。 |
| 摘要(英) |
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. |
| 關鍵字(中) |
★ 管理職能
★ 中階主管
★ 中階主管管理職能
★ 360度評鑑 |
關鍵字(英) |
|
| 論文目次 |
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 3
第二章 文獻探討 4
第一節 職能的意義與內涵 4
第二節 職能模式 7
第三節 管理者職能定義 10
第四節 中階主管的定義 12
第五節 管理職能評鑑執行方式 16
第三章 研究方法 18
第一節 個案公司介紹 18
第二節 研究對象 20
第三節 研究流程 21
第四節 研究工具/評鑑系統功能設計 27
第四章 評估資料之分析與運用 31
第一節 團體中階主管管理職能評估資料之分析與運用 31
第二節 個別主管管理職能評估資料之分析與運用 35
第五章 結論與建議 39
第一節 研究結論 39
第二節 研究建議 41
第三節 研究限制 43
參考文獻 44 |
| 參考文獻 |
黃一峰(2000)，管理人才評鑑方法之探討與展望，新世紀人力資源管理研討會論文集，pp591-604
Becker, T. E. and R. J. Klimoski (1989). "A field study of the relationship between the organizational feedback environment and performance." Personnel psychology 42(2): 343-358.
Bernardin, H. J. (1986). "Subordinate appraisal: A valuable source of information about managers." Human Resource Management 25(3): 421-439.
Cira, D. J. and E. R. Benjamin (1998). "Competency-based pay: A concept in evolution." Compensation & Benefits Review 30(5): 21-28.
Floyd, S. W. and P. J. Lane (2000). "Strategizing throughout the organization: Managing role conflict in strategic renewal." Academy of management review 25(1): 154-177.
Floyd, S. W. and B. Wooldridge (1992). "Middle management involvement in strategy and its association with strategic type: A research note." Strategic management journal 13(S1): 153-167.
Fox, S. and Y. Dinur (1988). "Validity of self‐assessment: A Field evaluation." Personnel psychology 41(3): 581-592.
Guglielmino, P. J. (1979). "Developing the top-level executive for the 1980s and beyond." Training and Development Journal 33(4): 12-14.
Harris, M. M. and J. Schaubroeck (1988). "A meta‐analysis of self‐supervisor, self‐peer, and peer‐supervisor ratings." Personnel psychology 41(1): 43-62.
Ireland, R. D. (1992). "Corporate culture best conveyed by mid-level managers." Baylor Business Review 10: 18.
Katz, R. L. (1974). "Skills of an effective administrator." Harvard Business Review 52(5): 90-102.
Lawshe, C. H. (1975). "A quantitative approach to content validity." Personnel psychology 28(4): 563-575.
McClelland, D. C. (1973). "Testing for competence rather than for" intelligence."." American psychologist 28(1): 1.
McLagan, P. A. (1980). "Competency models." Training and Development Journal 34(12): 22-26.
Nonaka, I. (2008). The knowledge-creating company, Harvard Business Review Press.
Patton, M. Q. (1990). Qualitative evaluation and research methods, SAGE Publications, inc.
Robbins, S. P. (1993). "Organizational behavior." Concept, Controversies, and Applications.
Spenser, L. and S. M. Spenser (1993). "Competence at work." HIPPO.-2005.-384 p.
Staehle, W. and F. Schirmer (1992). "Lower-level and middle-level managers as the recipients and actors of human-resource management." International Studies of Management & Organization 22(1): 67-89.
|
| 指導教授 |
鄭晉昌
楊君琦(jin-chang zheng
Chun-Chi Yang)
|
審核日期 |
2018-6-19 |
| 推文 |
 facebook  plurk  twitter  funp  google  live  udn  HD  myshare  reddit  netvibes  friend  youpush  delicious  baidu
|
| 網路書籤 |
 Google bookmarks  del.icio.us  hemidemi myshare
|
