本文以奇美电子股份有限公司（简称奇美电子公司，下同）为研究对象，运
用问卷调查法、访谈法、定性与定量相结合方法对公司中层管理者绩效管理进行
了较为深入的分析，发现公司绩效管理较为随意，缺乏系统性与科学性，也没有
一个有效的沟通体系及反馈机制，根本不能起到激励的作用。要提升奇美电子公
司中层管理者业绩，进而提高公司的整体效益，关键在于如何优化公司中层管理
者绩效管理体系。优化奇美电子公司中层管理者绩效管理体系，必须强化中层管
理者绩效计划，切实执行其绩效管理工作，重构绩效考核体系，落实绩效沟通，
并始终注重绩效的改进。当然，绩效管理优化与实施也离不开公司人力资源开发
及管理架构的建立，要与企业人力资源管理水平、人力资源状况以及企业的文化
价值导向相匹配，让企业管理形成回路，真正建立起企业成长、绩效提升的正向
反馈激励机制，进而使企业绩效提升与员工职业发展进入一个良性的循环。优化
后的公司中层管理者绩效管理体系适合在电子科技企业中广泛应用，同时也可为
大型制作企业中层管理者绩效管理提供参考及借鉴。
关键词：奇美电子股份有限公司；中层管理者；绩效管理体系；绩效考核工商管理硕士学位论文
III
Abstract
Accompanying with the development of economic and fierce marketing
competition, if a enterprise needs to gain the advantage, besides competition in
science and technology and in recruiting talented people, it also behave at horizontal
competition of general management. But in all of the works of management, the
Human Resource Management is the most important. Performance management as the
core of Human Resource Management have critical affect on enterprise’s development.
So to perfect the performance management system and do well the job of performance
management is a very urgent problem to solve for an enterprise.
This paper take the Chi-mei electronic company as the study object, and analyze
the performance management system of middle level management of Chi -mei
electronic company through the way of question examination paper, interview and
integrate quality and quantum. Through the analysis, we find our company haven’t
established a perfect scientific performance management system, and also lack of a
communication system and feedback mechanism, so the staff can’t be encouraged
primely. If we need to improve the performance of middle level management in order
to improve the company’s whole effectiveness, how to optimize the performance
management system of middle level management of Chi-mei electronic company is
the key.To optimize the performance management system, we must strengthen the
performance plan of middle level management, and implement the performance
management work conscientiously, and reconstruct the performance appraise system,
and carry out the performance communicating work, and also attach importance to
performance improving throughout. However, to optimize performance management
can’t move off the enterprise whole human resource’s developing and building up of
management organization, at the same time, it must match with the management level
of enterprise whole human resource, the status of enterprise human resource and
enterprise’s culture value tend, makes the enterprise management become a recurring
in management and building up a positive feedback mechanism of enterprise
developing and performance lifting, let both of enterprise performance lifting and
staffs’personal occupation developing get into a good circulate.
The optimized performance management system of middle level management
will be suitable for most of electronic science and technology enterprises to apply, and
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