職能與工作績效對升遷機會之影響-以 J 公司為例黃培文南台科技大學企業管理系副教授李亞純南台科技大學技職教育與人力資源發展讨论所碩士摘要 企業為什麼都需要接班人計畫呢？在全球化及競爭激烈的環境下，企業大量裁員精簡人力之外，也爆發了退休潮。為了因應時代趨勢潮流，更多企業無不累積員工的知識及豐富的工作經驗，希望藉由有效保留與傳承知識管理，永保企業競爭優勢。然而除了做好知識傳承，內部接班人選更是一大難題。每個企業各階層職務都在尋找適當的人選。台灣不少企業已開始考慮接班人選的問題，在加上近年來工作型態與組織變化異常快速，傳統的績效評估方式都無法符合企業的需求，尤其對於主管的任用、升遷等計畫，更缺乏依據，而職能與關鍵績效指標剛好可以協助企業彌補這部份的不足。 本讨论目的是探討企業關鍵職務之職能、績效評估與升遷機會之關聯性，職能愈高者及工作績效表現愈好的員工，是否成為公司未來潛能發展的人力，或者是有升遷機會繼續向上晉升。讨论對象以南部某家標竿企業為讨论對象，發放對象為各部門管理階層，總計發出 84 份問卷，經由統計分析後，結果顯示：職能對於升遷機會有正向相關；工作績效對升遷機會不具顯著影響。關鍵詞：職能、工作績效、升遷機會AbstractBecause of growing competition and globalization, business’s fight to reduce costs has led to serious down-sizing, leading to many employees being “retired”. One problem arising from this is how business leaders then choose amongst the remaining employees which ones are most suited for promotion. The two major questions that arise are: Is it really the employee with higher competency and greater job performance who is promoted?This study is based on a prominent company in its market in Southern Taiwan. The questionnaire was distributed to 84 department leaders. All fully completed forms were returned. The results achieved show that competency will have a direct effect on promotion. On the other hand, job performance has no obvious effect on promotional opportunity.Keywords: competency, job performance, promotional opportunity壹、...
