職能應用於公務人員考選之研究

摘要　　美國哈佛大學教授David McClelland(1973)認為職能是影響工作績效好壞的主要因素。執行業務的績效（performance）和在校成績，沒有必然的正相關因果關係，在判斷一個人是否符合特定資格條件時，宜採用潛藏於個人平日行為背後的特質，做為取決之準則，而強調以職能為核心之考試取才方式。本研究蒐集考選部推動職能分析結果表件，進一步精進研究。主要使用內容分析法及三角檢核法，發現初任薦任公務人員應具備之職能有13大類52個職能項目，包括：一、知識及技術；二、規劃執行及判斷應變；三、表達及溝通協調；四、理解及邏輯分析；五、創造及學習力；六、領導及監督能力；七、資料分析運用及調查研究；八、團隊運作與目標管理；九、友善關懷及人際互動；十、誠信正直及負責可信度；十一、嚴謹性；十二、情緒穩定性；十三、體能條件等十三大類。依需求程度之重要性來看，最重要職能項目包括：「專業知能」、「資訊電腦」、「基本法律知能」、「執行力」、「計畫力」、「溝通能力」、「表達能力」、「邏輯能力」、「分析性思考」、「資料蒐集、分析與運用」、「專注細節」。對於職能分析於公務人員考選之應用，經本研究深度訪談結果，各受訪專家咸認為教育、考選、訓練、任用之應用，均以應職能分析結果為基礎。於教育方面，可據此規劃設計課程及排定社團活動等非正式教育課程。於考選方面，可用以規劃考試制度、檢討考試類科設置、設計共通科目、多元考試方式選擇與塔配運用等，其中，多元考試方式之選擇與結合運用，可據職能分析結果編製心理測驗試題，對應考人施以心理測驗，測驗結果不列考試成績計算，但可作為結構化口試命題之參考。於訓練方面，可為公務人員錄取人員基礎訓練及實務訓練課程規劃及考核評鑑之參據。於任用方面，則可作為初任薦任公務人員試用階段培育及考評之參據。如此，教、考、訓、用環環相扣，有助於甄拔優秀之初任薦任公務人員進入政府部門服務，提升公務人力素質，增進政府施政效能，進而提高國家總體競爭力。

關鍵字

職能；心理測驗；結構化口試；訓練；試用

並列摘要

Abstract Professor David McClelland from Harvard University (1973) considers that competency is the primary factor in affecting job performance. Even though there is no positive correlation between execution performance and schooling results, in the course of determining if an individual meets certain criteria, it is suitable to be adopted as a hidden characteristic behind the routine behavior of an individual in the deciding criteria, and emphasizes on competency as the core examination and talent selection method. This study collected the analysis sheets on diving competency from the examination board to further research in details. The content analysis method and triangulation method were used primarily to perceive that there are 13 categories and 52 competency items that a beginner civil servant being appointed is required to possess, including: 1. Knowledge and technique; 2. Planning execution and adaptation of judgment; 3. Expression and communication for coordination; 4. Comprehension and logic analysis; 5. Creativity and learning ability; 6. Leadership and supervision capability; 7. Analysis and utilization of data and investigative research; 8. Team operations and target management; 9. Friendly, caring and interaction with people; 10. Has integrity and accountability; 11. Stringent; 12. Emotional stability; 13. Physical conditions, adding up to a total of 13 categories. Based on the degree of importance regarding the requirements, the most important competency items include: “Professional competency”, “IT and Computing”, “Basic legal knowledge”, “Execution ability”, “Planning capability”, “Communication capability”, “Expression Ability”, “Logic capability”, “Analytical thinking”, “Data collection, analysis and utilization” and “Focus on details”. With regards to the competency analysis being used for the examination and selection of civil servants, results from in-depth interviews conducted by this study show that the respective professionals being interviewed consider the use of education, examination and selection, training and appointment should all be based on the results of competency analysis. On the aspect of education, the design planning of course programs, arrangement of activities by social groups and other informal education programs can go along this basis. On the aspect of examination and selection, it may be used for the planning of the examination system, and review of the establishment and design of common topics and diversified examination choices as well as use of examination categories. Among which, the selection and integrated use of diversified examination methods may formulate the psychological test questions based on the results of competency analysis. The test results are not incorporated into the examination results, but could be used as a reference for structural oral examination questions. On the aspect of training, it could be used as a reference basis for the planning of foundational training program, practical training program and performance appraisals of hired civil servants. On the aspect of utilization, it can be used as a reference basis for the initial appointment of civil servants for their training and evaluation during the probation stage. Hence, teaching, examination, training and use are all closely correlated, it helps to identify and cultivate exemplary associate civil servants initially appointed to serve in government departments, enhance the quality of civil servants, improve the execution efficiency of the government and thereby enhancing the overall competitiveness of the country.

並列關鍵字

Competency ； psychological tests ； structural oral examination ； training ； probation

參考文獻

魏佳卿(2009)。《職能理論探討：人力資源客戶經理職能之個案研究》。新竹：國立交通大學管理學院在職專班管理科學組碩士論文。

郭進隆(譯) Peter Senge(原著) (1994)。《第五項修練：學習型組織的藝術與實務(The Fifth Discipline: The Art & Practice of the Learning Organization )》。台北市：天下文化出版社。

魏梅金（譯），Lyle M. Spencer & Signe M. Spencer(原著) （2002）。《才能評鑑法-建立卓越績效的的模式（Competence at Work Models for Superior Performance）》。台北：商周。

尤品琇(2011)。《人資策略夥伴職能之研究》。臺北：中國文化大學勞工關係學系碩士論文。

邱淑美(2011)。《團隊學習與創新對人力資源專業人員職能發展與工作績效影響之跨層次研究》。桃園：國立中央大學人力資源管理研究所碩士論文。

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職能應用於公務人員考選之研究

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