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面对经营环境的快速变化,企业应建构“行为导向”与“成果导向”的绩效衡量指标。优秀的专业经理人,能带领企业走出艰难的困境,但与此相关的是,绩效考核会对经理人的工作意愿、发展和组织效率产生重大影响。因此企业藉绩效管理的实施来提高组织竞争力时,必须要重点关注三大问题:以哪些指标衡量经理人的经营绩效?此绩效衡量指标对组织营运绩效的实质影响如何?怎样建构一个可以提升组织效能的绩效衡量指标? 本文从绩效衡量指标入手,对台湾地区6家中小型科技企业的人力资源经理人作了深度访谈,介绍、分析他们衡量经理
Faced with the rapid changes in the business environment, enterprises should construct performance measures of “behavior orientation” and “result orientation”. Outstanding professional managers, can lead companies out of difficult predicaments, but related to this is that the performance appraisal will have a significant impact on managers' willingness to work, development and organizational efficiency. Therefore, when implementing the performance management to improve the competitiveness of an organization, the enterprise must focus on three major issues: What indicators measure the manager's performance? What is the actual impact of the performance measure on the organization's performance? How to construct an index that can enhance Organizational effectiveness of the performance measurement? This article starts with the performance measurement indicators, the six small and medium-sized technology companies in Taiwan, human resources managers made in-depth interviews, introduction, analysis of their measurement manager