公共人事管理採行績效評量的關注焦點與落實途徑   全文下載

The Study of Performance Appraisal in Public Personal Management: Critical Points and Implementation

本文主要從績效意涵與影響因素，以及各國施行經驗，探討公共人事管理採行績效評量的執行策略與配套作為。績效評量雖然是一個普遍名詞，也常被作為機關管理的重要工具，然而在實際執行時，不論是對組織整體影響，或是在評量技術上，都可能產生分歧的評價與解讀。故本文認為未來機關欲有效提升績效評量的信度與效度，或應採行下列二項設計：第一，整合評量因素，即建立績效管理制度；第二，設計配套作為，促使績效評量能發揮綜效。唯有如此，績效評量才能符合組織實際需求，並發揮預期效能。

This study focuses on of implementation strategy and complementary method of performance appraisal, according the definition and influences of Performance. As a concept, Performance appraisal is a popular idea, but when implementation, there are many misunderstood and mislead and may lead to failure. The author argue that there may be two alternatives to improve validity and reliability of performance appraisal : one is to integrating appraisal factors and institutionalizing, the second is to designing complementary criteria in order to upgrade synergy. Under these consideration, we may integrate performance appraisal into public organization and have concrete improvement.