標題: 高科技產業IT部門人員績效制度與薪酬的相關性研究
A Study of High Technology Industry IT Department Staff Performance System with Remuneration
作者: 陳珮庭
楊千
管理學院資訊管理學程
關鍵字: 薪酬;績效評量;印象管理;Remuneration;Performance rating;Impression management tactics
公開日期: 2012
摘要: 目前國內大多數公司皆採用一套績效制度來評量與調整各種不同工作類型之員工的薪酬,且績效結果是由主管透過對員工的主觀因素、客觀因素、印象及其他因素加總之後決定的。但在2008年金融海嘯後,隨著物價不斷上漲且薪資不調整的狀況下,員工對於採用績效制度方式衡量出來的薪酬感到愈來愈不符合其預期,對工作的熱忱與創新能力有明顯的下降且對工作的滿意度愈來愈低。 本研究以高科技產業之IT部門人員為例,並依其工作性質與內容分為例行性維護之IT人員、專案系統開發之IT人員與輪班性質之IT人員為對象,探討IT人員對於以績效制度衡量薪酬的相關性,希望能協助主管在衡量績效時,能夠多加注意各種因素對績效評量的影響,能正確衡量員工的績效,使員工可以得到較合理的薪酬。
At present, most companies use a performance system to evaluate and adjust a variety of different type of work employee remuneration and performance ratings decided by the supervisor through summarize the subjective factors, objective factors, impressions and other factors. But after the financial crisis in 2008, with the rising prices and salary doesn’t adjustment conditions, the employees feel unfit for their intended for the remuneration that performance system to measure out. And the innovation capability of employee is declining and thus the enthusiasm or satisfaction of job has become lower and lower in workers life. This study takes the IT department employee of the high technology industry as an example and classifies according to job particularity and content of the routine maintenance of IT staff, project system developed of IT staff and shift duty of IT staff. It also explores IT staff performance measure remuneration system, hopes to assist the competent measure performance. Managers need to pay more attention to the impact of various factors on the performance evaluation and this can properly measure the employees’ performance and get a more reasonable salary.
URI: http://140.113.39.130/cdrfb3/record/nctu/#GT070063429
http://hdl.handle.net/11536/71518
顯示於類別:畢業論文