Investigation of Attention Degree for Indirect Department Personnel to Management System

• Main Authors: Min-Liang Shen, 沈旻良
• Other Authors: Chin-Yao Low
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/87687880558263997995

碩士 === 雲林科技大學 === 工業工程與管理研究所碩士班 === 96 === In recent years, because under the science and technology and the economical vigorous development and the existing industrial serious offset, the company or the enterprise organized under the simplification manpower cost consideration, therefore unceasing has striven for in the management thought that to ask newly has changed, in the indirect department personnel (i.e. non-personnal directly engaged productions), how to make good use of the achievements control system, scheduled the standardization the achievements management target category definition and the rules and regulations, promoted the company or the enterprise organizes the staff centripetal force and promotes staff individual ability, was needs to be worth extremely thinking deeply and discussing. This research goal is discussing the IC seal test industry the indirect department personnel achievements management and the achievements rating standard and the key aspect, and discovers, and establishes a set of achievements management and the achievements rating standard category, constructs the indirect department personnel common achievements management level structure analysis, because of this research result, provides the IC seal test industry achievements management reference and the following suggestion. This research construction because of the Deerfei law (anonymous questionnaire, repeatedly back coupling, opinion restraining) with the analysis level procedural law (level constitutive property, geminate matrix, weight choices way, dependence and uniformity) two way merit union, discovers achievements of management and the achievements rating target the indirect personnel. This research questionnaire first time sends out 42, recycles 42, the returns-ratio 100%, five construction surface and 27 target establishment; Second time sends out 42, recycles 42, the returns-ratio 100%, five construction surface and 23 target establishment; The third time analyzes the level procedural law questionnaire, discovers the suitable achievements management target according to its 22 strength ratios to the way, obtains five construction surface important degree by way of the third result, in order for salary welfare measure > The control system carries out > The education and training and the staff train plan > The working conditions plan > Quality policy. In addition on five big construction surface various targets part, in the salary welfare measure target, (month/season) the achievements bonus and the year-end bonus is most important by the company; In control system''s realization, by company''s control system (job security/retirement system) carries out importantly; Train the plan in the education and training and the staff, will encourage on own initiative by company''s managers and shows loving care for the staff to be most important; Is making the environmental project, is most important by the company noise and the air quality''s the working conditions value; In the quality policy, by the value which reduces to the product cost is most important. This research suggestion in the different industrial structure, has the different achievements management pattern and the achievements rating standard respectively, therefore may depend on the industrial characteristic, do not discover using the Durfee - level analysis mode suits the achievements management, organizes the competitive power and the staff individual ability plan by the time promotion company or the enterprise.