公務人員考試類科、應試科目與職能適配性之研究─以【一般行政職系】為例

The Study of Fitness among Categories, Subjects and Competency of Civil Service Examination- A Case Study of General Administration Series

張涵榆(Han-Yu Chang)

指導教授 ： 彭錦鵬

國立臺灣大學/社會科學院/政治學研究所/碩士(2014年)

https://doi.org/10.6342/NTU.2014.00616

摘要

公務人力素質的好壞取決於是否能夠有效地考選甄補正確的人才至正確的職位上。我國現行公務人員考試是依據《職系說明書》和《職組暨職系名稱一覽表》的規定，按照「一職系一類科」的原則設計考試類科及應試科目。然而，我國每年投注相當大的心力在舉辦公務人員考試工作上，卻常招致考選未能有效滿足用人需求的批評。因此本研究蒐集有關職能及現行公務人員考試與任用制度相關文獻，並以深度訪談法瞭解現職公務人員的實務經驗，藉以綜整分析考試與工作所需專業職能間的適配情形。
本研究發現專業性較低的職系，其應試科目與工作所需專業職能間的適配程度較低；而專業性較高者的適配程度則較高。考選必須立基於任用之上，方能有效並正確甄補適格人才。本研究因而提出有關職系認定、考試類科、應試科目、考試方法等相關改革建議，希望能夠改善考選與任用制度間的適配情形。

關鍵字

公務人員考試 ； 甄補 ； 任用 ； 職能 ； 職系 ； 考試類科 ； 應試科目

並列摘要

The quality of civil servant depends on effectively recruiting right person with right competencies on the right position. In keeping with the Series Instruction Manual and the Table of Civil Service Group and Series Titles, civil service examination categories and subjects are established under the principle of "one series for one category ". However, though Ministry of Examination puts a great deal of effort into executing civil service examination policy and affairs, the results of examinations could not effectively meet the staffing needs of public institutions. Therefore, the study collected relevant literatures covering rubrics of competency, civil service examination and appointment system. Based on the information collected, a thorough interview was carried out to discuss the fitness between recruitment and appointment.
The study concludes that the examination subjects of series with less profession could not well-fit the needs of positions. Comparatively, the examination subjects of series with higher profession could fit the requirements of positions better. Going with the requirements of appointment, the results of recruiting would be much effective and correct. According to the research observation, it is recommended that consideration of series appointment, examination categories, examination subjects and examination methods should be reviewed and reformed to enhance the fitness between recruitment and appointment.

並列關鍵字

Civil Servive Examination ； Recruitment ； Appointment ； Competency ； Series ； Category ； Examination Subject

參考文獻

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。

許立一等，2014，《人事行政》，新北市：空大。

魏梅金譯，2002，《才能評鑑法：建立卓越績效的模式》，台北：商周。譯自L. M. Spencer & S. M. Spencer. Competence at work: Model for superior performance. New York: John Wiley & Sons, Inc. 1993.

Boyatzis, R. E. 1982. The competent manager: A model for effective performance. New York: John Wiley & Sons.

Dubois, David D., W.illiam J. Rothwell, Deborah J. K. Stern, & Linda K. Kemp. 2004. Competency- Based Human Resource Management. California: Davies-Black Publishing.