The goal of this master thesis is to analyze the employee evaluation system. A thesis objective is to estimate current situation in a given company, to identification strengths and weaknesses and to suggest a possible solution. The solution is administered on the basis questionnaire set analysis. The theoretical part includes objectives, criteria, evaluation categories, competence model description, it is making and the types. It also includes a description of the selected assessment methods with a focus on assessment interviews. The practical part analyzes processes connected to the assessment in the company. The main focus lies on the analysis of the questionnaire outcomes. Strenghts and weaknesses of the evaluation process are being evaluated and possible improvements are being suggested.

This thesis is called „ Proposal for the Assessment of Employees Working Professions“. It is divided into two main part – the theoretical part and the practical part. The objective of this work is to create a proposal for the assessment of employees working professions in the selected company. In the theoretical part there are explanations of terms which are related to the subject of the thesis. In the practical part there is described the selected company and there is created a form for evaluation of blue-collar workers.

The theme of my thesis is the evaluation employees in the selection organization. The aim of my work is presentment analysis and interpretation actual evaluation system situation and on the basis finding facts, practical experiences and theoretical knowledge gather from literature and from resources which deal with these problems and proposed a new system of evaluation the employees. This evaluation system will be instrumental to regular assessing of employees with respect to organization requirements, improvement employees achievement and their motivation and progress.

This graduation theses is about creation and implementing the system of employees evaluation in the company ELTODO EG, a.s. At first the analysis of working stations was done. The results of the analysis were job descriptions and role specifications. And then the competence model of the company was done. Further we had to specify the aims, areas and criteria of evaluation. We also had to choose available methods and create the evaluation form. The substance of this system is the evaluation interview. This interview serves for appreciation of the job performance and the competence of employees and for determination of their performance and developing aims. At the end of this theses the methodology of evaluation was created. This methodology contains the important information about persons and term of evaluation.

The system of evaluating and rewarding employees is a part of human resources management in developing companies. To analyze the current system of evaluating and rewarding the employees of the company KELLER, is the aim of this thesis - special creation of Ltd and creation of better motivation plan to increase their working efficiency. In the theoretical part of the thesis there are processed literary sources and information on the topic of evaluating and rewarding employees. The practical part concurs theoretical knowledge of employees evaluation and reward and makes suggestions and recommendations to create a new system according to company needs with an effort to improve the way of employees evaluation and reward.

公務人員考績制度設計的良窳勢將影響受考人對組織信任的程度及工作士氣，考試為改善公務人員單向考核之缺失，於公務人員考績法修正草案中，增列「考績面談」新措施，提供主管與部屬溝通討論機關的績效目標與工作表現的機會，希望藉此提升考績結果的信度及效度，改善部屬工作績效，達到提升我國文官行政效能的目的，其立意雖好，然而組織革新成功與否最重要的關鍵因素，在於組織成員的信任程度，因為組織成員間若缺乏信任，所有的改革工作都將流於形式或遭遇阻礙。 是以，本研究目的在探討組織信任對考績面談制度成效的影響，其中組織信任係採McAllister的分類，將組織信任區分為認知型信任及情感型信任，而考績面談制度成效則有公平性、滿意度接受度、工作投入、組織承諾。另一項研究目的則在探討人口統計變項（性別、年齡、教育程度、官等、年資、機關規模及主管職位）對組織信任與考績面談制度成效間是否會產生調節效果。 本研究以問卷調查的方式，於106年8月5日起至8月21日止，按臺北市各區公所106年5月份薦任、委任公務人員比例，以分層抽樣的方式進行抽測，共發出300份題本式問卷，回收問卷276份，有效問卷為230份，所得資料以SPSS統計分析，研究結果如下： 1.臺北市區公所同仁對主管的認知型信任及情感型信任達中度以上的水準。 2.臺北市區公所同仁對考績面談制度持中度以上的認同程度。 3.組織信任對考績面談制度具有顯著的正向影響力。 4.人口統計變項中除教育程度外，其他人口統計變項對組織信任與考績面談制度成效會產生削弱或增強的調節效果。 最後，依據此分析結果，對組織信任與考績面談制度提出實務上的具體建議，及未來的研究建議，為爾後全面實施考績面談預作準備。 / The positive or negative aspects of the setup of a system of performance evaluation of civil servants is bound to influence the level of trust of the evaluated personnel in the system as well as their work motivation. Examinations are supposed to amend the shortcomings from one-way evaluations of civil servants. In the draft for the Civil Service Performance Evaluation Act a new measure named “Evaluation Interview” was added. This provides superiors and subordinates with the opportunity to communicate and discuss performance targets and the work performance in public authorities. There was the expectation that this measure would raise the level of trust and validity of the evaluation results , improve the work performance of subordinate personnel and reach the goal of raising the administrative efficiency of civil servants in Taiwan. While the intention of introducing this measure is positive, the key factor to determine success or failure of organisational changes lies in the level of trust from the members of the organisation. If the members of an organisation lack a certain level of trust, reform measures will merely result in formal changes or may be met with obstruction. Therefore, the goal of this research is to study the influence of organisational trust on the efficiency of the system of evaluation interviews. McAllister classification is used for analysing organisational trust, which is differentiated by cognitive trust and emotional trust. The effect of the system of evaluation interviews is based on fairness, satisfaction, acceptance, work engagement and loyalty towards the organisation. A further goal of this research is to study whether the variables of demographic statistics (gender, age, educational level, official rank, length of service, size of public authority and position of superior) have a regulating effect on the efficiency of the relationship between organisational trust and the system of evaluation interviews. This research carried out the study between 5 August and 21 August 2017 in the form of questionnaires. According to the proportion of promoted and appointed civil servants in the district offices of Taipei City in May 2017 a stratified sample test was carried out and 300 itemised questionnaires were sent out. The return rate was 276 questionnaires, of which 230 were valid. The obtained data was analysed with SPSS and produced the following research results: 1.the civil servants in the District Offices of Taipei City maintain a level of cognitive and emotional trust in their superiors which is above the medium level, 2.the level of acceptance of the system of evaluation interviews by the civil servants in the District Offices of Taipei City is above the medium level, 3.organisational trust has a significant positive influence on the system of performance evaluation interview, 4.Except for the variable of the level of education, all other demographic statistical variables have a weakening or intensifying regulating effect on organisational trust and the system of evaluation interviews. Finally, practical and specific proposals to enhance organisational trust and to improve the system of evaluation interviews are made on the basis of the results of this analysis as well as suggestions for further future research in order to be prepared for full-scale implementation of the system of evaluation interviews.

This Master’s thesis deals with the process of employee evaluation in the company GEOtest, a.s. In the first part of the thesis are defined all the necessary theoretical findings needed to formulate proposals for the society. Practical part includes particular information about the company GEOtest, a.s. and the analysis of the current state of evaluation. Furthermore, the new concept of the system of evaluation in accordance with the corporate needs is presented, including the link up of the system and recommendation for its implementation.

This master´s thesis deals with the evaluation of employees and their personal development in the company STUDENT AGENCY, s.r.o. The current situation of this part of personnel management is evaluated on the basis of questionnaire survey among company employees. An integral part of this work are proposals and recommendations leading to increased efficiency of personnel work in the field of evaluation and employees development.