A Case Study on the Member Salary System of Information Center for the Association of Farmer and Fisherman

• Main Authors: Tzeng Huann Yi, 曾煥義
• Other Authors: Hwang Wann Chwan
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/12974553366454093783

碩士 === 臺中健康暨管理學院 === 經營管理研究所 === 93 === Personnel and salary management in Taiwan farmers’ and fishermen’s associations is a very complicated procedure which is a time consuming process to correctly calculating salary. Therefore, the managers of the associations are lack of power to adjust individual job, position and salary flexibility and mobility for increasing competition strength of their associations in the worldwide open market environment. The regulations of the farmers’ associations including personnel management, wage and work hour recording table, maximum number of staffs of different level farmers’ associations of Taiwan Province, the basis of percentage of annual profit reservation for personnel, etc. were studied in this research using statistical analysis of stating and chi-square methods to understand whether the present regulations do conform the associations’ demand. According to the study:To the regulations of personnel management: (1) for issue of new employee to an opening position, there was significant difference that most of the staffs expected age of the new employee should below 45 years old; (2) although characteristics and services the associations are different, men and women showed significant different aspect of who should delimit the staff duty and the duty classification. Most of the staffs recognized that the guide rules can be given by administration, but the application rules should be adjusted by individual association according to their need; (3) the aspects for issue of position qualification in education and experience had significant difference between staff groups with different age and working period. Most of the staffs agreed that unify rules can be given by administration, but the application rules can be adjusted by individual association; (4) age and education of the staffs significantly affect their point view to the issue of sole salary and subsidies. The majority of the staffs advocated that the associations should be decided by themselves but registered to the authority. To the wage and work hour recording table: (1) although sex, age and years of service significantly affect the aspects of wage issue of the staffs, in the present, the wage per work hour is decided by the administration, which is discordant to actual salary, the majority of the staffs advocated that the wage to work hour should be decided by their association but approved by authority; (2) the staffs with different education level showed different aspects of their managers’ wage ranking system in three level farmers’ associations. Three level farmers’ associations use different salary ranking system, which is unfair for achieving the goal of the equal pay for equal work. Most of the staffs advocated changing the salary ranking system of three level associations’ to agree the demand of their association. To the aspects of the issues of maximum number of staffs in different level farmers’ associations of Taiwan Province, and the basis of annual profit reservation for personnel: the personnel expense of this year is calculated using the ratio of total income of the farmers’ association of the year before last year, which is quite inconsistent with the business of this year. Most of the staffs advocated revising the regulations to conform that the personnel expense should be decided according to the actual revenue and expenditure of this year.