績效考核作業工作流程再造與e化預期效益分析之研究-K實業公司為例;Benefit Analysis on Business Process Reengineering applies in Performance Appraisal-K Industrial Company as an example

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/54677

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/54677

Title:	績效考核作業工作流程再造與e化預期效益分析之研究-K實業公司為例;Benefit Analysis on Business Process Reengineering applies in Performance Appraisal-K Industrial Company as an example
Authors:	蔡優澤;Tsai,Yu-tso
Contributors:	人力資源管理研究所碩士在職專班
Keywords:	工作流程再造;e化效益分析;職能;績效考核;performance appraisal;Business process reengineering;e-benefit analysis
Date:	2012-07-19
Issue Date:	2012-09-11 18:59:18 (UTC+8)
Publisher:	國立中央大學
Abstract:	本研究旨在透過個案公司探討績效管理系統導入e化時，其流程再造所需之成功關鍵因素與方法、程序及導入效益。透過人力資源管理e化系統可以讓作業流程更具迅速性、方便性、簡單化、人性化、提昇效率、降低成本與維持品質，達成企業流程再造。基於上述研究動機，本論文欲達到之研究目的有以下二點：1.績效管理系統導入e化時，其流程再造所需成功關鍵因素與方法、程序及導入效益分析。2.根據研究結果作為跨國組織運體作系，績效考核作業系統導入e化前的效益分析參考架構。導入績效管理e化系統後，各項作業與考核都能立即完成。對於核定與彙整員工評鑑與績效督導之時間，皆能立即完成或在短時間內完成。不僅在人力上能有效的發揮，對於人事成本能減少，資料能直接輸入至系統，同時亦能減少錯誤率。本研究期藉績效管理e化系統導入之成功關鍵因素之探討，做為本個案導入績效管理e化系統之借鏡。This research is to investigate the case company performance management system. When e-system is led-in, the process reengineering requires critical success factors, methods, procedures, and import efficiency. Through the human resource management e-system can make the processes more quickly, conveniently, simplicity, user-friendly, enhance efficiency, reduce costs and maintain the quality to achieve business process reengineering. Based on the above motivation, there are two purposes on this paper which are stated as following: 1.When e-system is led-in a performance management system, the reengineering requires critical success factors and methods, procedures, and lead-in benefit analysis.2.A multinational organization operation system and performance appraisal operating system lead-in before the reference architecture based on the findings.After lead-in the e-system performance management, the various operations and the assessment can be completed immediately. The evaluation for entire staff and performance supervision are able to be reduced from 33 days into 15 days. It is not only effectively in the human resources, but also reduces personnel costs; the data can be input to the system directly, but reduce the error rate. In this study, the critical success factors of performance management can be an import performance management system for this study.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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