企業績效考核制度合法性之探討—以金融業為例

Abstract

績效考核，係指雇主對其員工在過去某一段時間內之工作表現或完成某一任務後，所做貢獻度之檢核，並對其所具有之潛在發展能力做一評估，以瞭解其將來在執行業務之配合性、完成度及前瞻性，核屬人力資源管理體系中開發管理一環。完善的績效考核制度，可供雇主作為獎懲、人力配置、薪資調整、教育訓練及業務改善之依據，亦可作為激勵勞工工作意願，進而提高組織士氣。不過，由於績效考核評定標準可能同時存有主客觀因素；又因為績效考核多用於決定工資或獎金之發給，甚至是進而解僱績效不佳之勞工，從而雇主與勞工間常對於績效考核之過程或結果發生爭議。\n本文作者以實際工作經驗為出發點，嘗試以工作上之經驗以及所發現之各項問題勾勒出本篇論文，本論文共分八章，首先就績效考核制度作重點式的介紹，並嘗試提出績效考核制度面及執行面的問題所在，接著就雇主執行績效考核的權限依據及法律位階等議題作開展。其次，以企業實務的績效考核制度為例，探討金融業、非金融業以及公務機關等之績效考核制度，並予以分析比較。\n最末，本文針對績效考核結果之救濟制度，分別從企業內部救濟制度及外部司法救濟等兩個面向予以搜集整理與探討分析。除了介紹企業內部救濟制度外，為了瞭解當前司法訴訟和法院外的爭議處理機制針對績效考核相關案件的實務見解，本文就金融業雇主所為之績效考核結果爭議作分析，探究法院實務對於績效考核結果爭議之處理方式及其見解，並嘗試結合以上內容做出結論與建議。

Performance appraisal is a systematic process in which employee’s job performance is evaluated in relation to the projects on which employee has worked and his contribution to the organisation. It is also known as an annual review or performance review. A complete performance evaluation system can be used by employers as a basis for rewards and punishments, manpower allocation, salary adjustments, training, and business improvement. It can also be used to stimulate the willingness of workers to work, thereby improving employee morale. However, it gets a bit icky, when it comes to measuring subjective factors like attitude, behaviour, friendliness etc. But to properly evaluate an individual’s performance, appraisal of both subjective and objective factors needs to be done. And, the result of performance appraisal is mostly used to determine the payment of wages or bonuses, and even to dismiss poor performance workers. Therefore, the result of performance appraisal is important for both employers and employees.\nThis paper is based on practical experience. It begins with introducing the performance appraisal system, followed by pointing out problems of the performance appraisal system and carrying out issues such as the the legal basis and its legal rank of the system. By taking the performance appraisal system of enterprise as example, this paper compares and analyzes the systems of the financial industry, non-financial industry, and public agencies.\nFinally, this study focuses on company’s internal appeal process which is a means for both employees and supervisors to resolve disagreements over the performance evaluation process, as well as organize the opinions of our courts, intending to provide suggestions to a company’s performance appraisal system based on the above content.