面板產業主管職能模式適切性之研究～以C公司為例

Abstract

本研究探討面板產業主管職能模式與其績效表現間的關聯性，針對面板產業個案公司目前實施由104人力銀行協助建構的主管職能模式進行探討，透過「適合度」、「勝任度」與績效之關聯性，瞭解面板產業主管職能的適切性。本研究的對象為個案公司中階主管，包含副理及經理職級，共596人，實際施測人數為576人。 本研究使用職能評鑑量表評鑑每位主管的適合度及勝任度分數，再使用統計軟體分析職能適合度及勝任度分數與績效考核之關聯性，重點結論如下： 一、個案公司主管職能適合度與績效考核之相關性未達顯著水準，且預測性不高。 二、個案公司主管職能模式六項職能之勝任度與績效考核之相關性均未達顯著水準。 三、個案公司主管職能勝任度與績效考核之相關性因主管職級不同而有差異。 四、個案公司主管職能勝任度之「平均分數」與「常模平均分數」之t檢定達顯著差異。 根據以上結果，發現個案公司主管職能模式適切並不理想，研究結論提供給個案公司、預計導入職能模式的企業、以及後繼研究者，能重視並進一步探討主管管理職能相關議題，以發揮人才發展的效益。

In this study, the researcher wanted to explore the relevance of the executives’ competence models and their own performances in panel industry. “The Competence Assessment Scale” which developed by 104 HR bank co. was used to measure the “degree of fitness” and the “degree of competence” in case company. The subjects of this study are the middle- level executives in case company, including the rank of assistant managers and managers. The actual sample number is 576.

The researcher use statistic software to analyze the relationship between the data and appraisal performance of testees. The important results of the analysis are as follow:

1. The correlation and regression between executives’ fitness scores and their performance appraisal scores are not significant.

2. The correlations between each competence degree score and performance appraisal score are not significant.

3. The multiple regressions between competence degree scores and performance appraisal scores are different between middle-level executives.

4. The t-test between competence "average scores" and "norm-average scores" are significant.

In view of the findings in this research, the researcher found that the case company’s executives’ models couldn’t achieve the anticipated benefits. The researcher identified some possible reasons for the case company and provided some suggestion for future research.