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２１世紀公務人力資源發展之策略議題管理
Strategic Issue Management of Public HRD in the 21st Century
摘要
早期人力資源管理的文獻多將人力資源發展與組織發展視為截然不同的主題，然而現代組織中的人力資源發展必須與計畫性的組織發展相互結合，人力資源發展的目標必須配合組織的整體策略。經由組織成員的終生學習，組織方得以策略性地配置其人力資源，並適時地改變其管理形態與結構，以達成變革的目標。本文首先經由人力資源發展與組織變革之間的關係，解釋人力資源發展應於組織中發揮的策略性功能。其次，本文引介於公務人力資源發展的領域中，策略管理（尤其是策略議題管理）應用的理論模型。最後，本文將經由公、私部門中人力資源管理文獻的回顧，指出公務人力資源發展面臨的策略議題，並提供實務管理者規劃人力資源發展策略應考慮的方向。 本文確認專業化、團隊導向、人力多樣化、策略規劃功能的不足，以及人力資源發展功能的弱勢與分權化等公務人力資源發展面臨的策略議題；決策者應了解這些議題不但是人力資源發展的議題，更應被視為組織整體的挑戰。未來公務人力資源發展功能應朝以下的方向發展：建立績效導向的制度、建立公務人員終身學習的制度、人力資源發展的專業化取向、培養優質民主的精神。
並列摘要
Traditionally, human resource development (HRD) has been treated as a totally separate field from organizational development. However, modern environmental trends and challenge increase the need of organizations to strategically connect the HRD function with their planned changes. In order to strategically allocate the human resources and adapt the management practices to the environment, public organizations need to invest more in This paper discusses the importance of applying a strategic management approach to managing human resource development function for public organizations. In particular, it identifies professionalization, team orientation, workforce diversity, lack of strategic planning, weak and decentralized public HRD as the strategic issues that most public organizations in Taiwan currently face. Top management should be aware that these issues , are not only human resource issues, but also the strategic issues challenging the management capacity of the government as a whole. This paper concludes by suggesting that public human resource development should strive to: l) establish a performance-based system; 2) cultivate a learning organization; 3) develop a professional identity; and 4) preserve a democratic public service spirit.