然而，由於公司規模擴大、職務擴編，原本直接由高階主管及總經理主持的晉升

然而，由於公司規模擴大、職務擴編，原本直接由高階主管及總經理主持的晉升會議已不符合效益需求，因此要求人資部門提出替代方法。當時由我負責與資訊部門共同討論、開發線上簽核系統，讓各階主管依據本身的權限，針對部屬完成的專案給予評核，由系統滾算最後專案總積分，並搭配其他晉升條件的要求來決定人員晉升與否。這項晉升制度的改變，不僅成功解決了原本招開晉升會議的困難度同時提高了人資部門的作業效率，而我本身也在跨部門的溝通學習間獲益良多。

Results (English) 1:

However, the bigger, the company expanded, directly by the Executive and General Manager presided over meetings do not meet efficiency requirements for promotion and demand alternatives to the human resources department. At that time I was responsible for and the information sector to discuss, develop online approval system, let the managers according to their competence, subordinate to finish project appraisal, rolled a final total score by the system, and with other requirements to determine the conditions for promotion promotion or not. Changes in the promotion system, successfully solved the originally promoted meeting more difficult at the same time improves the efficiency of human resources departments, and I am also in inter-departmental communication and learning benefit.

Results (English) 2:

However, due to the expansion of company size, job expansion, the original direct executives and chaired by the General Manager of Promotion Council has not meet the benefit needs, thus requiring the human resources department of the alternatives. Was my responsibility to discuss with the IT sector, the development of online sign-off system that allows each floor supervisor based on their own authority, give the assessment for subordinates to complete the project, the system roll count last project the total score, and with other promotion criteria requirements decision for promotion or not. The promotion to change the system, not only successfully solved the difficulty between the original move to open the meeting promoted while improving operational efficiency human resources departments, and also my own interdepartmental communication learning benefit.

Results (English) 3:

However, the large company, duty expanded, the original directly by top-level managers and general manager of promotion under the auspices meetings are no effective demand, for the sector financing alternatives. At the time of my responsibility and the information sector, discussed and development online approving system for the managers according to their authority of the Ad Hoc to subordinate completed assessment, the system is rolling final ad hoc points scored, and mix promoted by other requirements for promotion personnel decision-making it or not. This promotion system changes, not only succeeded in resolving the original offering the difficulty promotion Conference while raising capital people sector operations efficiency,And I itself in inter-departmental communication between study benefited a lot.