我國高階文官彈性用人政策改革方向之研究 : 全球化的觀點

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题名:	我國高階文官彈性用人政策改革方向之研究 : 全球化的觀點
其它题名:	On the flexible empolyment policy reform for senior civil service : a globalization perspective
作者:	梁芳瑜;Liang, Fan-Yu
贡献者:	淡江大學公共行政學系公共政策碩士班蔡良文;洪美仁
关键词:	高階文官核心能力;彈性用人;全球化;契約用人制度;甲等特考;高階主管特別管理制度;SWOT策略分析;Globalization;Senior Civil Service Core Competencies;Flexible Empolyment;Contracted Personnel System;Special A Examination For The Civil Service;The Senior Executive Service Administration System;SWOT Strategy Analysis
日期:	2011
上传时间:	2011-12-28 18:26:53 (UTC+8)
摘要:	全球化的驅動力量使全球化廣佈衝擊了政府傳統的治理關係（governance），人民思考與行為習慣改變、個人生活與國家政經社文的內涵都產生了變化。本研究不討論全球化的好壞，而是專注在社會的變遷的前提下，我國高階文官彈性用人政策拔擢優秀人才的能量是否足夠？特別是在變局中國家的競爭力的強弱倚賴的是政府高階文官帶領行政體系提升與突破，因此，高階文官的個人特質與核心能力，在全球化的回應上面向上顯得至為重要。本文先以文獻分析法探討全球化中高階文官用人制度的衝擊面向並作我國彈性用人政策方向的檢視，復以比較研究法針對全球化下先進各國高階文官制度的作法，並在選、用、育、留四構面上進行比較分析，繼而運用深度訪談法，蒐集資深高階文官成員與專業學術專家對我國彈性用人政策方向的看法；歸納受訪者對高階文官制度所提出的觀察與建議，並將分析受訪者強調之全球化下我國高階文官最需要具備的核心能力與特質作出歸納建議，提供我國未來高階文官甄補用人與培訓時的政策參考，最後並以SWOT策略分析提出我國高階文官彈性用人政策的策略建議。 Driver of globalization impacts the traditional governance of government relations, changes thinking and behavior of individuals, even their personal life and national politics, economic,and social cultures. This study does not discuss whether globalization is good or bad, but asks that is the motility of the employment used by the senior civil service flexible enoug, especially under the premise of social changes. Since the the competitiveness of nations depends on the strength of the government led by senior civil service, the personal qualities and core competencies of the senior civil service are so important to respond globalization, especially in the changing situation On the study, first, through literature analytic mothed, I would like to discuss the impact of the employment system of the senior civil service in globalization, and exam the direction of the flexible employment policies. Second, I compare the practices of the senior civil service between advanced countries in the perspectives of election, employment, education, remain, by comparative analysis method. Third, I interview the senior civil service and professional academic experts to gather the opinions about the direction of flexible employment policies; then summarize their observations and recommendations. After the analysis of their respondents, I conclude t the necessarily competencies and qualities of senior civil service should has. Finally, through research, I provide some reference for future senior civil service to hire and train, and by SWOT strategy analysis I further provide some suggestion of senior civil service flexible employment policy.
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