| Summary: | 碩士 === 世新大學 === 資訊管理學研究所(含碩專班) === 97 === The performance appraisal system is one of the most important things in Human Resource Management. People feel being valued and willing to contribute more in their job duties if they can be promoted rightly. In public departments, since the government employees play important roles in raising national core competence, to design appropriate promotion systems can retain excellent civil servants. In general, due to different job functions, there are various job categories defined in the Public Human Resource System.
In this study, we would like to propose a framework to explore the relationships between the career promotions and job category transfers by data mining techniques. The proposed approach exploited time sequence analysis, decision trees, statistics and association rules to discover the influences of job category transfers.
The real-life promotion histories of government employees in R.O.C. Taiwan are analyzed to verify the proposed approach. Based on the relative regulations, the job duties of the government departments in Taiwan can mainly classified into two main categories: Technical Track and Administration Track. The experimental results show that (1) people having transferred job categories usually get promoted faster than those who stay in the administrative track all the time; (2) people staying in the administrative track get promoted faster than those who stay in the technique track. Additionally, (3) for people who can’t get promoted smoothly in career progressions, it would be a nice way to try job opportunities in other tracks.
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