| 摘要: | 評鑑中心(Assessment Center, AC)的概念，最早可追溯自德國軍方。而美國電話電報公司(AT & T) 將此評鑑方法首度運用在企業界，且同時進行八年的「管理人員進展研究」，以及進行預測效度的研究，其結果顯示預測效度很高。台灣則在1982年由中國鋼鐵公司導入評鑑中心的制度遴選三級主管，因此台灣有越來越多的企業也導入評鑑中心來選拔人才。當金融海嘯的發生後，越來越多的企業開始思考，未來如何調整經營策略。尤其金融業在這波金融海嘯中受到嚴重的衝擊，伴隨而來的改變如更加嚴格的法令限制、風險管理機制的調整，顯示人力資源運籌調配的重要性。A公司也導入評鑑中心選拔人才至今，因此本研究欲瞭解A公司評鑑中心的實施情形，探討A公司採用的管理職能與績效指標之間的關係，找出管理職能影響的績效指標，幫助A公司瞭解如何有效的提升管理職能，來達到A公司欲提高的績效表現，有助於公司在管理上的運作。
本研究透過文獻探討，初步研究結果指出，計畫組織與目標達成率、服務品質評量及ROA有關。領導統御與盈餘、目標達成率及服務品質評量有關。分析研判與目標達成率、服務品質評量及ROA有關。商業決斷與目標達成率、服務品質評量及ROA有關。部屬培育與目標達成率及服務品質評量有關。顧客導向與服務品質評量有關。因此本研究結果如下：
1.從敘述性統計分析與灰關聯分析結果均顯示出，歷練研修是有效果的。
2.複評成績的灰關聯分析結果顯示出，各項管理職能與績效指標之間具有相當高的關聯程度，其中以計畫組織最能反映在各項績效指標上。
3.複評成績的灰關聯分析結果顯示出，各項管理職能的提升，較容易反映在盈餘及各項目標達成率上。
此外，本研究事後進行歷練研修的分析，找出最佳的管理職能研修方法，發現最主要的方式為代理主管職務，其次為擔任Mentor及主持會議。
The concept of Assessment Center (AC) came from the German military service; AT & T made use of this system of criterion in business and simultaneously undertook the eight-year research, “Management Progress Study (MPS),” to predict the validity of this system. The result showed that the validity is high. In Taiwan, China Steel imported AC system to select the third level supervisors. Therefore, more and more enterprises made use of this system to select personnel. After the financial tsunami, more and more enterprise owners started to meditate on the management strategies for the future. Especially when the financial companies have received great impacts, the strict restrictions have been imposed on their business so as to avoid the risks. This situation reinforces the importance of the human resource management. A Company has also been using AC, so this research is focused on the execution of AC in this company, to analyze the relationship between the managerial competencies and the job performance indicators, helping A Company understand how they can improve the efficiency of the managerial competency to their expected performance.
Through literature review, the results of this research show that the planning & organizing is related to the achievement rate of objective, service quality, and ROA. The leadership is related to the profit, achievement rate of objective, and service quality. The analysis & judgment is related to the achievement rate of objective, service quality and ROA. The business decision is related to the achievement rate of objective, service quality and ROA. The subordinate cultivate is related to achievement rate of objective and service quality. Therefore, the results of this research are as follows:
1.The narration statistics and grey relational analysis show that the Management Develop Program (MDP) is effective.
2.On the basis of re-examination, grey relational analysis shows that all the managerial competencies and performance indicators are highly related, among which the planning & organizing is shown most apparently on the performance indicators.
3.On the basis of re-examination, grey relational analysis shows that strengthening each of managerial competencies are easier to be reflected on the profit and all the achievement rates of objectives.
In addition, this research progresses the analysis of the MDP so as to find the best way to train the employee. The result is that the primary way is acting for the supervisor position; the second best way is being the mentor and hosting the meeting. |
