Loading...
|
Please use this identifier to cite or link to this item:
https://nccur.lib.nccu.edu.tw/handle/140.119/146845
|
Title: | 公務機關人力資源有效運用之研究 Research on the Deployment of Human Resources in Public Agencies |
Authors: | 陳美惠 |
Contributors: | 董祥開 陳美惠 |
Keywords: | 績效不佳 考績汰換 定期輪調 Regular rotation Underperforming public servants Performance-based elimination |
Date: | 2023 |
Issue Date: | 2023-09-01 14:44:38 (UTC+8) |
Abstract: | 近年於新聞媒體上常出現批評公務人員「尸位素餐」,充滿對於公務人員工作績效低落之批評聲浪,甚而連「禽獸食祿」的辭句都被引用於針貶公務人員。公務人員是經過嚴謹考試制度,一路過關斬將進入公務體系,最後卻被批評至此,因此,思考公務人員績效提升的可能性,及提升的方法至關重要。 本研究以連續3年年終考績乙等的公務人員為研究對象,運用文獻探討整理建立起研究架構,透過與研究對象的單位主管、人事主管進行深度訪談,加以分析績效不佳公務人員的樣態、對於個人與機關的影響、遭遇的困境、從選才、用才、育才、留才等各面向討論可行的解決方案,並就定期輪調、教育訓練、考績汰換、協助轉業、運用預備文官團、增加口試或人格測驗等方法,探討解決績效不佳公務人員的可能性。 本研究發現績效不佳的定義,為同一機關考績連續3年乙等以下人員;績效不佳公務人員的行為樣態,與學者歸類相近;預擬之改善方法,有機會能達到效果;個人意願的高低是改善績效的關鍵等。並對於績效不佳公務人員、組織及公部門績效制度提出建議。 Recently, there has been a prevalent wave of criticism towards public servants in the media, with accusations of their underperforming work and even derogatory phrases such as " enjoy the emolument of office without merit " and "beasts feeding on salaries" being used to denigrate them. Public servants undergo a rigorous examination system and successfully navigate their way into public service but are now subject to such criticism. Therefore, it is crucial to consider the potential for enhancing the performance of public servants and the methods for achieving improvement. This study focuses on public servants who have received below-average annual performance ratings (Grade B or below) for three consecutive years. By conducting a literature review and establishing a research framework, the study utilizes in-depth interviews with supervisors and human resource managers of the selected public servants to analyze their patterns of underperformance, their impact on individuals and organizations, the challenges they face, and discuss viable solutions from various perspectives, including talent selection, utilization, development, and retention. The study proposes methods such as regular rotation, education and training programs, performance-based elimination, assistance in career transition, utilization of reserve civil servants, and the inclusion of oral interviews or personality assessments to address the issue of underperforming public servants. The study also finds that underperformance can be defined as fore mentioned performance ratings. The identified patterns of underperforming public servants align with classifications made by scholars. The proposed improvement methods have the potential to be effective, and the willingness of individuals to improve plays a key role. Recommendations are provided for underperforming public servants, organizations, systems, and performance evaluations in the public sector. |
Reference: | 壹、中文部分 王佳煌、潘中道、蘇文賢、江吟梓(譯)(2014)。當代社會研究法:質化與量化取向(2 版)( W. Lawrence Neuman 原著)。臺北:學富文化。 王修曉(譯)(2010)。研究方法概論(Janet M. Ruane原著) (Vol. 初版)。台北:五南。 王毓仁(2004)。政府再造之關鍵-企業精神與績效管理制度。研習論壇,44,5-23。 丘昌泰(2010)。公共管理(再版)。台北:智勝。 古步鋼、陳海雄、林珊汝(2009)。行政機關施政績效管理制度之現況與展望。政府審計季刊,29(4),3-15。 吳瓊恩、李允傑、陳銘薰(2005)。公共管理(再版)。台北:智勝。 呂育誠(2018)。公務人員考績制度未來變革途徑的另類想像-績效管理的觀點。文官制度季刊,10(4),1-23。 李芳齡、余美貞(譯)(2002)。管理的實務(Peter F. Drucker原著)。臺北:天下雜誌。 林淑馨(2010)。質性研究:理論與實務。新北:巨流。 林淑馨(2017)。公共管理 (Vol. 增訂二版)。臺北:巨流。 施能傑(2003)。公務人員考選制度的評估。台灣政治學刊,7(1),157-207。 施能傑(2013)。初任公務人力的遴選標準:適任性優於專業知識。國家菁英季刊,9卷1期,13-26。 徐仁輝(2004)。績效評估與績效預算。國家政策季刊,3(2),21-36。 張四明(2008)。政府實施績效管理的困境與突破。T&D飛訊,7,14-25。 張博堯 (2001)。NPO員工激勵與績效評估。非營利組織管理與發展系列研討會,台北。 張瑞濱、賀力行(2003)。 從訓練需求評估論公務人員訓練進修之策略。人力資源管理學報,3(1),081-111。 張鎧如、陳敦源、簡鈺珒、李仲彬(2015)。探索臺灣公務人員工作績效之影響因素:能力、動機與機會的整合觀點。東吳政治學報,33(4),1-71。 許峻嘉、呂育誠(2012)。建國百年文官制度的回顧與前瞻─考績制度意涵的演變與發展。 文官制度季刊,4(2),1-35。 郭昱瑩(2009)。政府績效管理與執行力建構。研考雙月刊,33(2),30-47。 彭錦鵬(2010)。公務人員考選制度的變革與未來展望。國家菁英季刊,6-1,17-40。 彭錦鵬、李俊達(2018)。公務人員考選制度關鍵技術之國際啟示。文官制度季刊,10(3),29-54。 鈕文英(2021)。質性研究方法與論文寫作(第三版)。台北:雙葉書廊有限公司。 楊文振(2009)。精進我國文官制度之取才、育才、用才、留才,提升國家競爭力-從新加坡談起。 蔡秀涓(2007)。政府主管如何看待績效不佳員工台灣與美國之比較分析。政治科學論叢,32,109-144。 蔡秀涓(2002)。考試院研究發展委員會專題研究報告彙編(四)。台北:考試院。 貳、英文部分 Bruce, W. 1989. Educating Supervisors to Deal with the ProblemEmployee. Public Productivity Review,12(3): 323-329. Frank L. Schmidt, J. E. H.(1998).The Validity and Utility of Selection Methods in Personnel Psychology. Psychological Bulletin, 124(2), 262-274. Jitendra, M. & D. Michelle. 1988. How to Manage Problem Employee.Arbitration Journal (ARB),43(4): 49-57. Lussier, R. N. 1990. Increasing Performance of Problem Employees.Supervision,51(12): 3-4. Mishler, E. G. 1986. Research Interviewing: Context and Narrative. Cambridge,MA: Harvard University Press. Robinson, S. L. and R. J. Bennett. 1995. A Typology of Deviant Workplace Behaviors: A Multidimensional Scaling Study. Academy of Management Journal,38: 565. Garrett, E. M. 1993. Can This Employee be Saved? Small Business Reports,18(2): 26-36. Salgado, J. F., C.& Ones,D. S.(2001). Predictors Used for Personnel Selection: An Overview of Constructs, Methods and Techniques. Handbook of Industrial, Work and Organizational Psychology(pp.165-199). London, UK: SAGE. Spencer Jr., L. M. & S. M. Spencer. 1993. Competence at Work: Models for Superior Performance. New York: John Wiley and Sons. Van Wart, M., H. J Cayer & S. Cook. 1993. Handbook of Training and Development for the Public Sector: A Comprehensive Resource. San Francisco: Jossey-Bass. Wood, R & T. Payne. 1999. Competency-Based Recruitment and Selection.New York: John Wiley & Sons. |
Description: | 碩士 國立政治大學 行政管理碩士學程 109921028 |
Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0109921028 |
Data Type: | thesis |
Appears in Collections: | [行政管理碩士學程(MEPA)] 學位論文
|
Files in This Item:
File |
Description |
Size | Format | |
102801.pdf | | 3117Kb | Adobe PDF2 | 118 | View/Open |
|
All items in 政大典藏 are protected by copyright, with all rights reserved.
|