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http://nhuir.nhu.edu.tw/handle/987654321/21073
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| 題名: | 我國公務人員考績制度之研究─一個績效管理的觀點 |
| 其他題名: | A Study of the Performance Appraisal System for Government Employees--A View of the Performance Management |
| 作者: | 李宗鴻
Lee, Chung-Hung |
| 貢獻者: | 公共行政與政策研究所
許禎元
Chen-Yuan Hsu |
| 關鍵詞: | 績效管理;績效評估;考績
Performance Management;Performance Appraisal;Performance Evaluation |
| 日期: | 2003 |
| 上傳時間: | 2015-05-28 10:15:42 (UTC+8) |
| 摘要: | 考績乃是就公務人員的工作成績與服務情形，在一定期間內，由監督人員作一總評算之謂，所以有的人稱之為「效率評算」或「工作評算」，它在人事行政上占有極為重要的地位。目前我國文官體系對於「績效」的相關概念，落實在實際中之考核運作上，其主要所依據之法律為「公務人員考績法」。亦即根據該法對公務人員之工作績效進行考核，並以考核之結果作為加薪、升遷、降級、轉調的基本依據。換言之，對公務人員考績結果僅停留在作考核工作成績，並作為獎懲、任免、陞遷、薪資調整之依據，另外由於公務人員績效考核制度受到公務相關法規的限制，而產生流於形式僵化教條的做法，所得到考核成績結果的高低並未能確實反應實際的工作績效良窳，而形成以輪流考列甲等的方式積習成弊，進而影響士氣激勵之效果。是故，如能建立一套公平、公正合理而有效的績效評估制度，以激勵公務人員高度的工作意願與潛能將成為行政運作所關注的焦點。 本文即是從績效管理的觀點來探討我國現行公務人員考績制度，而用績效管理的績效成果方式，從績效評估方法來對考績制度加以檢討與改進。績效評估制度之主要目的在於檢討員工工作上的表現，以及工作狀況的進度，藉此來發掘員工未來的發展潛力，並做好員工個人的生涯規劃。因此，績效評估制度是一種系統性的考核方法，用取得、分析和記錄員工工作表現資訊的做法，讓主管可以透過評估考核來改善員工的績效，並為員工規劃生涯發展，一方面不僅可以督促員工自我的成長，另一方面更可用來協助提升組織經營的成果，從而改變以往僅消極地作為加薪、升遷、降級、轉調的參據。 因此，本文研究的目的即在於運用一個績效管理的觀點，做為改進我國公務人員考績目的的變更與結果的運用，使政府績效能透過良好之考績考評制度，重建為激勵型考績制度，發揮其積極性功能，進而落實績效導向之人事機制，做為我國未來人事行政革新工作之參考。
The performance evaluation, also dubbed “Performance Appraisal”, refers to the supervisal personnel’s comprehensive evaluations of each public servant’s working performance and service during a specific period, and plays an extremely significant role in terms of personnel administration. At Current, in our system of civil official the ideas of efficiency are practically carried out in the operation of performance appraisal, and mainly based on the Public Officials Evaluation Law to assess the working efficiency as the basis of their increment, promotion/demotion and transfer. In other words, the evaluation merely reflecting the working performance of the evaluated is treated as the basis of the granted bonus and penalty, employment and discharge, promotion and demotion, salary adjustment. Since the evaluation system is confined by other public affairs related enactments, it has drifted into an ossified and dogmatized formality, which contributes to the inveteracy of allotment by rotation among the evaluated instead of reflecting the actual performance in them, and which even sets back the invigoration of the morale in an unit. For this sake, how to set up an impartial, rational, performance evaluation system has drawn the public attention in aspect of the administrative operation, in order to encourage the public servants’ high violation and potential in their work. This study probes into the current performance evaluation system adopted in our country in the light of performance management, and according to the performance results therein, go one step further to review and advise on the evaluation methods in this system. The performance evaluation system mainly aims to review the working performance and the rate of progress of the evaluated for the purpose of discovering their prospective potential for career development and projecting their career plans. The performance evaluation system is a systematic checking method used in getting, analyzing and recording the working performance of the evaluated, and with which a director is able to make an improvement in the subordinates’ performance and individually project a career development for the evaluated. By this way, the system can not only urge the evaluated to keep replenishing themselves, but also facilitate the advancement of organizational operation, and thus reform the passivism that the results merely serve as the ground for increment, promotion/demotion and transfer. Hence, this study aims to employ the idea of performance management to better the purpose of an evaluation as well as the application of the evaluation results, so that a stimulative performance evaluation system, which exercises constructive functions, can be reconstructed, and then an efficiency-oriented personnel system can be carried out as references for prospective innovation in the field of personnel administration. |
| 顯示於類別: | [國際事務與企業學系(亞太研究碩士班,公共政策研究碩士班,歐洲研究碩士班)] 博碩士論文-公共政策研究碩士班
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