以平衡計分卡觀點對私立大學校院行政人員績效評估之研究

NHUIR > College of Management > Department of Business Administration, Master/Ph.D Program in Management Sciences > Disserations and Theses(Master and Doctoral Program in Management Sciences) > Item 987654321/22134

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Title:	以平衡計分卡觀點對私立大學校院行政人員績效評估之研究
Other Titles:	The performance evaluation for administrators in private universitiesand colleges based by using balanced scorecard technique
Authors:	杜志勇 Tu, Chih-Yung
Contributors:	管理科學研究所應立志 Li-Chih Ying
Keywords:	私立大學校院行政人員;績效評估;平衡計分卡 Balanced scorecard;Performance evaluation
Date:	2005
Issue Date:	2015-07-31 15:38:47 (UTC+8)
Abstract:	我國開放私人興學後，大學數量及科系暴增，但我國嬰兒出生率卻快速下降，使得各私立學校為招生及生存倍感壓力。因此各私立大學校院無不設法提高辦學績效，而如何提高辦學績效呢？除了提升教學品質，發展學術地位外，另一重要因素就是提升行政單位整體績效，用以充分支援教學，期能提升教育品質與提高辦學績效。　　　本研究所採用之方法，是以平衡計分卡的四個構面（財務、顧客、內部流程、學習與成長）對私立大學校院行政人員績效評估進行研究。探討私立大學校院行政人員績效考核因素之重要性與滿意度，期能提供私立大學校院制訂衡量行政人員績效之參考。　　　研究結果顯示：絕大部分私立大學校院行政人員對於績效評估，在財務、顧客、內部流程及學習與成長四個構面之重要程度與滿意程度的認知，都持正面回應。尤以經費妥善運用、對於服務對象態度親切、業務如期完成及操守廉潔方面認為最重要；另外，服務年資越久對於財務運用越純熟、溝通協調亦較圓融、業務較熟悉，效率品質均佳，因此，對資深優良者應予服務保障，並將其知識技能建立知識庫，作為行政人員處理業務之參考。　　After the policy of opened private school is enacted, the number of private universities and colleges (PUC) as well as the kinds of departments are soaring. However, our birth rate decreases sharply and it makes PUC feel more difficult in recruiting and keep running. Therefore, PUC try their best to raise and improve their performances. Besides upgrading educational quality and academic reputation, to enhance the overall performance of administration is also important. With high efficient administration, it can support teaching system in every aspect. Furthermore, it also raises PUC's educational quality and performance.　　In this study, we use four perspectives of balanced scorecard (financial, customer, internal business process, and learning and growth) to analyze the performance evalution of administrative staff in PUC. We investigate the importance and satisfaction of the measurements. We expect it can be a reference for PUC making their evaluation policies.　　The empirical results show that: About performance evaluation, most of administrative staff in PUCs have positive feedback in the recognitions of importance and satisfaction of these four perspectives: financial, customer, internal business process, and learning & growth. Especially in well fund allocation, concerns of service attitude, functional accomplishment on schedule, and in ethics & morality are considered most critical. In addition, staff who have longer seniority can be more familiar with financial operation. Their communication and coordination abilities are more diplomatic. Moreover, they know their business function very well and have good efficiency and quality. Therefore, we should assure those staff who have longer seniority of their working right and make use of their professional knowledge to set up a database, for other administrative staff as reference.
Appears in Collections:	[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

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