| Summary: | 碩士 === 開南大學 === 物流與航運管理學系 === 97 === The evaluation of staff performance is one of the major components of the manage system of the company. Therefore, the performance evaluation played the role of measuring the contribution of the employee, but also strengthens the competitive advantages of the company. This study selects Chunghwa Telecom as the case study to examine the differences of staff evaluation before and after the privatisation of Chunghwa Telecom.
The methodology used is the questionnaire and the staffs in Taoyuan branch have been selected as the audience to answer the questionnaire. The questions asked focused on three topics, the first is ‘fairness’ of the performance evaluation system, the second item measured is ‘satisfactory’, and the third is the ‘effectiveness’ of the performance evaluation system.
The result shown that the employees in Taoyuan do not trust the ‘fairness’ of the performance evaluation system, the major complain is that the system divide the performance of the employees into five level, regardless of the overall performance of the branch. The results advise Chunghwa Telecom should modify the system and spend more time and effort to convince the employees about the ‘fairness’ of the system. Because of the failure of the ‘fairness’ of the performance evaluation system, as a consequence, the result of the dimension of ‘satisfactory’ is also poor. However, the final result shown the employee do care about the personnel performance evaluation, and the result of the evaluation, therefore, the evaluation system has positive contribution to the privatisation of Chunghwa Telecom.
|
|---|
