Civil Servant Elimination Mechanism in Taiwan : A View of Strategic Human Resources Management

[[abstract]] 近年來有鑑於全球化之影響，各國政府為有效提升其國家競爭力之展現，無不積極推動各式政府改造運動；以求改善其政府效能之發揮。其中尤以對文官制度之改革，更為首要修正、改善之目標。是故，我國政府於2010年所提出的《公務人員考績法修正草案》，即為了重新檢視我國公務人力資源之運用與發展；更誘發了各界去思考對於不適任之公務人力，應進行「淘汰」規劃之概念探討。本研究即在此前提之下，透過策略性人力資源管理觀點之運用，針對我國各層面之人事制度進行階段性的探討；藉由徵才、發展、懲戒、調控等四階段人事制度中之淘汰作為，建構一套以提升國家競爭力為其發展目標之完整性的公務人員淘汰機制之策略設計。 本研究主要乃透過水平性之思維，將公務人員之淘汰機制分作徵才、發展、懲戒、調控等四大階段；藉由不同階段所涉及之相關人事制度：徵才階段之考試、培訓制度、發展階段之考績制度、懲戒階段之懲戒、懲處制度、調控階段之退休、資遣制度等，予以提出適用於各階段制度中之淘汰策略。 本研究於第一章文獻回顧部份，即首先針對政府再造、文官政策、策略性人力資源管理、淘汰機制、考績制度等五項重要概念，進行概要之說明。第二章再深入探討有關政府再造、考績制度、淘汰機制之相關學理分析與介紹。第三章則為掌握我國當前徵才、發展、懲戒、調控等四階段之相關人事制度發展概況，與提出其所面臨之缺失、挑戰。第四章即針對第三章所提出四階段各人事制度中之發展困境，彙整出相關之改革策略、方針。第五章便針對本文所做研究結果，提出研究發現與其相關之政策建議。[[abstract]]Since the effect of globalization and enhancing the competitiveness of governments recent years, all the governments promote to reinvent government actively for improving the efficiency. Particularly, the reform of civil service is the primary issue that needs to be modified and improved. As a result, our government proposed the Civil Servants Evaluation Act draft amendment in 2010 to re-inspect application and development of our civil servant human resource. Furthermore, it motivates the research area to think about the unqualified official should be “eliminated”. In the precondition of this research, I used a view of strategic human resource management perspective to discuss all levels of personnel system in our country. By recruitment, development, disciplinary and regulation control, the four steps in personnel system as an elimination standard to construct a strategy designed and completed civil servant elimination mechanism to enhance the competitiveness of governments which as the development target. Through the level thinking, the civil servant elimination mechanism is divided into four steps: recruitment, development, disciplinary and regulation control. In the different steps of the relevant personnel system: the examination of recruitment, training system, the civil service performance evaluation system of development step, discipline of disciplinary step , retirement of control step, severance system and so on, should be proposed applicable to all steps of elimination strategy system. In this article, first explaining the five concepts of reinventing government, civil service, strategic human resource management, elimination mechanism and the civil service performance evaluation system in chapter one. Then, analyzing and introducing the relevant theory of reinventing government, the civil service performance evaluation system, and elimination mechanism in the chapter two. Chapter three proposes the facing loss and challenge with the four steps of recruitment, development, disciplinary and regulation control. According to chapter three, chapter four mentions the development difficulties of four steps in personnel system and summarizes the reform strategies and principles. On the basis of this research, chapter five proposes the results and policy suggestion.[[note]]碩