| Summary: | 碩士 === 國立交通大學 === 管理學院高階主管管理碩士學程 === 97 === Different from traditional industries, technology industries have their own unique creativeness and characteristics such as rapidly changing products which may cause great pressure of work and long working hours for employees. Consequently, technology industries have high turnover rates of employees and difficulty to train senior employees.
However, most companies evaluate the performance of their employees in traditional ways. Employees discuss with their supervisors and set personal working items according to department annual plans in the beginning of the year. Companies then carry out assessment during the year and amend part of the project plan, and finally carry out assessment and performance ranking at the end of year. In this way, companies accomplish their performance evaluation. However, fast changing business cycle and product category result in a large gap between the year-beginning plan and the year-end working items. Consequently, it is difficult to measure the performance of each person by a simple standard way. Moreover, the case company forced the implementation of evaluation, which caused the burden of work for managers and was unable to inspire subordinates to achieve the desired effect. As a result, employees may waste their time in ineffective work
This study attempts to use optoelectronics industry as an example to investigate performance evaluation. We first analyze the shortcomings of existing performance evaluation methods. Then, coupling with the analysis of the specific crystal cycles of optoelectronics industry, we develop the characteristics of performance evaluation for optoelectronics industry. Finally, we construct a practical real-time performance evaluation system, which is in an attempt to establish a platform for real-time and two-way communication between the company's executives and subordinates. The platform also enables an immediate objective assessment of each other between peers. The system is continuously improved during real application, and amended in the application to different targets. The deployment of such performance evaluation system can create a transparent, fair and immediate environment of healthy competition.
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