外交領事人員考選方法之研究：以工作職能適性測驗為例

翁秀美

doi:10.6846/TKU.2007.01041

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外交領事人員考選方法之研究：以工作職能適性測驗為例

Investigation of the examination procedures of consulate officials: using employment competency tests as an example

翁秀美 , Masters　　Advisor：黃一峯　　

繁體中文 DOI： 10.6846/TKU.2007.01041

外交領事人員；工作職能；職能模式； consulate officials ； aptitudes for working ； competency models

Abstract │ Reference (112) │ Times Cited (2) │ Altmetrics

Abstract 〈TOP〉

Parallel Abstract 〈TOP〉

With increasing diversity of the global arena, our unique situation within it, and China’s unceasing pressure against us, the development of our foreign relations are becoming increasingly difficult. Such an environment demands increasing competency and aptitude on the part of our consulate service personnel, and thus the testing and selection of talents for our foreign service branches are becoming more important. 
    Since national competitiveness and government efficiency depends on the quality of our civil service personnel, and competencies for employment are the foundation of organizational effectiveness and competitiveness, various national governments have made employment aptitude and competency the key to selection of civil service personnel. We use the theories relating selection by testing and competency models as the theoretical basis of our research, using various questionnaires as primary tools of research, and citations and documents as supplementary tools, in order to construct a competency model for consulate officials, which can become a reference for future testing and selection of such personnel.
   Thus our research goals include:
1.The discovery and categorization of necessary     competencies for consulate officials, based upon research, document analysis, and questionnaires. 
2.The understanding of the relationships and the effects between work performance vs. competency, and competency vs. efficiency on consulate officials with different backgrounds.
3.The hope that the results of this research can serve as a standard for selection of consulate officials, as well as an objective standard for the development and evaluation of such personnel. 
   Based on theories of selection by examination, competency models, selection criteria of numerous foreign nations, and field research, we concluded that the following principles are worthy of reference for interested institutions and future researchers: 
   For institutions performing the selection: 1. Strengthen the relationship between test content and work content, to increase the predictive qualities of the tests; 2. Oral examinations may be employed as an additional selection tool, and at least the test types and methods should be more varied. 
   For institutions using such selected personnel: To construct the necessary competency model as a criteria for evaluation, and to organize the consulate official competency model questionnaire as an evaluative tool. 
   For training institutions: Improve prevocational training, and adhere to candidate elimination mechanisms.

Reference ( 112 ) 〈TOP〉

吳復新（2003），人力資源管理－理論分析與實務應用，台北：華泰文化事業公司。
連結：
施能傑（2002a），公務人員考選制度的政策評估，考試院二十一世紀文官體制展國際會議論文，1-39。
連結：
黃英忠、吳復新、趙必孝（2003），人力資源管理，台北：國立空中大學。
連結：
陳珮婷（2007），英國高級文官制度之研究－考選與任用之觀點，台灣大學政社會科學院政治學系碩士論文。
連結：
彭錦鵬（2005a），高級文官考選與晉用制度之研究，台北：考試院研究發展委員會。
連結：

Times Cited (2) 〈TOP〉

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