時代變遷快速,政府早期人事管理作業已演進為推動策略性人力資源管理。資訊科技日新月異,日本、韓國及歐盟等國皆提U化資訊政策,我國電子化政府倡導「u-Taiwan」:「優質網路社會(Ubiquitous Network Society,UNS)」,未來將朝隨手可得(U化)應用型的政府服務發展。如何善用資訊工具整合政府跨組織間人力資源的作業管理,建構服務導向型的整合人資資訊系統以提升政府人力資源管理優質服務,並逹成政府U化的目標。 本研究先以次級資料分析整理全國公部門近8千機關人資作業資訊化發展現況,及利用焦點團體訪談瞭解公部門跨組織人資作業的流程管理間未整合的相關問題。接著運用企業系統規劃方法結合服務導向架構(Service Oriented Architectures, SOA)概念,導出政府跨組織人力資源管理資訊整合服務架構,再利用第二組焦點團體訪談討論驗証架構可行性,並收集實務面推動的建議。 政府跨組織人力資源管理資訊整合服務系統,包含政府近8千機關人事單位日常的人資作業服務,利用網路平台單一入口特性,將可解決全國基層人事單位需面對眾多人事主管機關網路作業的困擾。另外,亦可提供全體公務員優質的網路人事服務,並間接使得政府人力資源管理與決策效能更加提升。
Living in an era of globalization, personnel management from the early focusing in operation level becomes strategic human resource management(SHRM) which is very important methodology in promoting personnel management. As the IT evolution, many modern countries have set the IT policy of “U” for future ubiquitous network society(UNS) like Japan, South Korea and European Union. Our government also set the "u-Taiwan” plan toward offering available applications of ubiquitous services after the third stage of e-government. How best to use IT tools to integrate various government agencies in charge of human resources management information system (HRMIS) to enhance human capital services and assist the government in transition to become more vitality. Using the secondary data analysis of finishing the nearly 8,000 public sector agencies and the focus group interviews to find the demand of HRM in the future, we constructed a SOA service-oriented architecture for Human Resources Management Information integration services System(HRMIS) with the business system planning methodology to promoting the management of human capital of the public sector. Finally, we use the second focus group interviews to validate the correctness and completeness of the HRMIS. The HRMIS for the public sector with the SSO(Single Sign On)entrance of network platform can offer services including government agencies and personnel operations everyday. In addition, it can provide more personnel operations network services for all civil servants, and indirectly make the human resources management and decision-making more performance enhancing. The accomplishment of this study also can be referenced by the public sector to help promoting the “u-Taiwan” plan.