國軍創新人才招募策略之研究

本研究旨在探討全面募兵面臨的困境及實施現況。並瞭解各國兵役制度與招募策略。再藉由調查瞭解國軍招募員對創新人才招募策略的實證分析。以提供有效因應策略予相關單位參考。本研究工具採用自編之半結構式「國軍創新人才招募策略問卷」,針對國軍招募員進行分層立意抽樣調查,收回有效問卷 543 以 SPSS12.0 統計套裝軟體進行統計分析。研究結論如下: 壹、國軍創新人才招募策略實施現況,實施程度最高為「招募優勢策略」, 依序:「持續創新策略」、「資源運用策略」、「強化競爭策略」、「推動聯盟策略」、「創新行銷策略」、「績效管理策略」。貳、不同背景變項招募員對國軍創新人才招募策略實施現況有顯著差異。叁、不同地區背景變項之招募員對創新人才招募策略實施現況有部分差異。肆、各軍種兵科應各有專業且推廣證照接軌,銜接企業專長。伍、型塑國軍榮譽形象,以專業特色創新招募策略。陸、考量役期延長及退撫照顧與專業活用的社會價值。

關鍵字

國軍人才招募中心；招募員；創新招募策略

並列摘要

This study aims to explore the dilemma and implementation status of the overall recruitment. And understand the military service system and recruitment strategy in each country. Then, through investigation, we can understand the empirical analysis of the recruitment strategy of innovative recruits by the National Army recruiters. To provide effective response strategies to relevant units for reference. This research tool uses the self-compiled "National Army Innovative Talent Recruitment Strategy Questionnaire", which includes three parts: "Personal Basic Information", "Regional Basic Information" and "Innovative Recruitment Strategy". In response to the stratified investigation of the recruits of the National Army, 600 questionnaires were issued and 543 valid questionnaires were returned. After recovery, statistical analysis was performed using SPSS12.0 statistical software package. The research findings are as follows: First, The Innovative Talents of the National Army is the highest in the “Recruitment Strategy”. The following are: “Continuous Innovation Strategy”, “Resources Strategy”, “Strengthening Competition Strategy”, “Promoting Alliance Strategy” and “Innovation”. Marketing Strategy" and "Performance Management Strategy". Second, different background variable recruiters have significant differences in the implementation status of the national army's innovative talent recruitment strategy. Third, recruiters in different regional background variables have some differences in the implementation status of innovative talent recruitment strategies.