查詢結果分析
來源資料
頁籤選單縮合
題名 | 國軍晉任遴選之人員績效評估=Military Personnel Performance Evaluation Applied on Promotion Selecting |
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作者 | 薄喬萍; 廖川景; Po, Chiao-ping; Liao, Chuan-ching; |
期刊 | 黃埔學報 |
出版日期 | 20081000 |
卷期 | 55(2) 2008.10[民97.10] |
頁次 | 頁1-19 |
分類號 | 591.2 |
語文 | chi |
關鍵詞 | 績效評估; 資料包絡分析法; 層級分析法; 區域保證模式; 共同權重; Performance evaluation; Data envelopment analysis; DEA; Analytic hierarchy process; AHP; Assurance region; AR; Common weight; |
中文摘要 | 國軍基於提升人員素質之考量,對於各階的晉任標準均有不同的資格與條件限制,且因單位對於人員的積極培訓,使得單位在進行人員遴選的最後階段,會發現符合晉任資格的候選人其相關條件旗鼓相當而難以抉擇。因此,本研究將藉由相關文獻的探討,期能從中發現合適的研究方法,並嘗試建構一套人員整體績效評估模式,以達到公平客觀的目的。 本研究為了兼顧「個人工作表現」及「上級主官考量」因素,採用層級分析法(Analytic Hierarchy Process, AHP )的層級架構概念,將個人的績效分為「績效總評」、「主官考量因素」及「個人工作表現」等三個層面來評估各候選人的整體績效。其績效評估的過程會比單純使用「個人工作表現」及「上級主官考量」所做的績效評估更加周延,其結果將可作為人員晉任遴選排序之參考。 |
英文摘要 | On the basis of advancing personal quality, the military established different qualifications and restrictions as promotional criteria of every ranking. Since many units get their subordinates well trained, they figured that was very hard to make their decisions from candidates who have the approximately equal criteria. Therefore, this study tries to figure out an appropriate method and establish an integrated personal performance evaluation model by surveying related literatures. For the factors of“Personal Performance”and“Consideration of Superior Officer”, this study will classify the“Personal Performance Evaluation”into three hierarchical levels by applying the hierarchical conception of the AHP. The first level will be the overall performance evaluation which is combined with“Personal Performance”and“Consideration of Superior Officer”while the second level will establish a set of common weights for the evaluating indices by according to the viewpoint of superior officers. The third level will apply DEA-AR model to compute personal performance for each candidate. Comparably, the evaluating process and the results in this study will be more thoughtful, more objective and fairer than only use “Personal Performance”and“Consideration of Superior Officer”as the criteria. Some sequences of candidates changed after the comparison of evaluation method with the results of this study and different performance. In this study, different factors of consideration or performance evaluation method will cause and affect the results of performance evaluation, and personal rights. Therefore, the organization must establish a suitable and reasonable performance evaluation model for the purpose of achieving the real objective and fair according to the suggestion of this study. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。