台灣公務人力管理與發展策略

21世紀是知識經濟社會，人力資源必須具備價值性、稀少性，難以仿效及易於整合等特性，始能成為組織資產，從而提升組織競爭優勢。本文係從人力資源發展趨勢及統計數據結構分析，檢視台灣公務人力狀況，並從發現的問題，包括面臨人力流失、女性人力增加、多元價值觀競存、雙效水平不足等問題中，探討提出台灣公務人力管理與發展策略，包括嚴謹考選慎擇精英、系統思考掌握培訓策略、打破迷思建構平等健康工作環境、權能雙授變化工作內涵、彈性管理多元價值、應用知識管理留住組織知識等六項策略，以為因應。

關鍵字

玻璃天花板；工作擴大化；工作豐富化；優惠退離；評鑑中心法；自助餐式管理；知識管理；高槓桿式的培訓策略

並列摘要

The 21^(st) century is a society of knowledge-based economy. Human resources can turn be the organizational assets to enhance organizational competitive advantage with their characteristics of valuable, scarce, non-imitable, and integrated. This article reviewed the current situation of public human resources through HRD trends, structures and statistical data. The evidences indicate that the draining of high talents, increasing of women workforce, competing values, insufficiency of effectiveness and efficiency are major issues. The author proposes HR management and development strategies for the government including the sound selection systems of elite workforce, setting training and development policy with systematic thinking, building the EEO-oriented work environment, empowerment and change the job contents, flexible management for multi values, application of KM to retain organizational wisdom.

並列關鍵字

glass ceiling ； job enlargement ； job enrichment ； preferential pay-off program ； assessment center methods ； knowledge management ； cafeteria-style management high-leverage training strategy

國際替代計量

台灣公務人力管理與發展策略

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