效率導向人力資源績效評估模式之發展：共同邊界與隨機邊界資料包絡分析在個人績效評估與效率變動分析上的應用

Performance appraisal is the formal activity of organizations to assess employee’s performance, which achieved by large amount of resources and efforts invested by individuals as well as organizations. In human resource practices and empirical studies, however, the concepts of input and output related to individual performance have not been taken into account in performance evaluation procedures yet. Moreover, there are also very few research conducting dynamic trend analyses in performance overtime, as the result of ignoring the cost-benefit aspect and dynamic change in empirical analysis. Therefore, the aim of the research is to build a quantitative model for employee performance evaluation by introducing data development analysis. In model development, the personnel data related to performance information over twelve months period provided by the researched company are used. The factors of human capital and job involvement are considered as inputs and linking variable; the employees’ performance score over twelve-month period is considered as output. This research used non-oriented dynamic slacks-based measure model and non-oriented super slacks-based measure model to test the research purpose. Sixty-eight samples were used to test the model. They are seniority between two-one hundred and fifty one months, and eighteen of them with efficiency scores equal to 1. By using Super Slacks-Based Model, the researcher can sort the order of efficiency from the employees whose efficiency score equal to 1. The study found the employee seniority longer the efficiency score well. The employees with average Eighteen months seniority have the highest efficiency; Furthermore, efficiency of dynamic slacks-based measure model is higher than slacks-based measure model. This supports the hypothesis that work efficiency increases with the accumulation of working experiences. The result not only provides objective data in human resource cost and performance evaluation for line managers, but also provides a specific quantitative model and measurement technique for performance evaluation cost and efficiency. It is suggested that the approach can be further extended and applied to the field of human resources management in the future.