Study on Flexibile Human Resource Management in the Public Service of Entrepreneuriol Government
Date Issued
2005
Date
2005
Author(s)
Lu, Kun-Cheng
DOI
zh-TW
Abstract
Based on the report of global competitiveness issued by the International Institute for Management Development (IMD), it shows that our government efficiency performs weaker than the total performance. The reasons that lead government efficiency weak include a rigid government organization and framework and inflexible official hierarchies. To respond the problem of a rigid government organization and framework, our government adopts effectively setting up of the “Basic Organic Law of Central Administrative Agencies and drafting of the Amendments to the Organic Law of Executive Yuan, but to that of inflexible official hierarchies, it remains in no concretely practicable policies proposed for its improvement. This study is therefore aimed at the issues concerning our nation’s government employment system and criticizes where is its bottleneck in light of the theory of flexible management in government labors searched out, and further outlines an ideally diverse government employment system derived from learning the advantage of the developed countries’ government employment system in flexibly hiring labors for concerned agencies’ reference.
The number of our current government officials is 276,128, making up about 2.64% of the total population and 6.28% of the employed population. Comparing with other countries, it is not obviously high but falls in the middle level. Yet its personnel expense, sharing 27.2% of the total annual budget of our central government, only exceeds other countries’ too much, which may result in a grave impact on the whole nation from the national construction to its economic development. The questions arising from our government employment system includes: a rigid policy by a national exam for hiring government labors, government-affiliated agencies enjoying no liberty in newcomer recruitment and employment, lacking of the system for professionally training high-level managerial talents, no building of an elimination mechanism for improper labors, lacking of diverse labors employment channels and a bureaucratically arrogant system built under no consideration of people’s voice and needs. On the contrary, the personnel system established in those developed countries performs mature and integrated from the officials rank system, flexible appointment of high-level civil officials to the setting-up of government employment exam held by non-public competition, all of which serve us well in the improvement of our government employment system.
This study approaches in both theoretical and practical direction and has concluded that a flexibility in our employment system of government labors may be implemented under three objectives of a form of democracy existing both ruling party and opposition party, diverse and flexible, and performance efficiency management. A substantial proposal for devising official ranks and positions system according to the said objectives may be set forth below:
1. Project for the formulation of official ranks and positions system: Setting-up of “Governing Law for Government Administration Employees”, “Behavior Law for Government Administration Employees” and “Emolument Law for Government Administration Employees”.
2. Project for the formulation of ranks and positions system for high-level supervisors: Setting-up of “Measures of High-level Managerial Staffs Exchange between the Public Sector and the Private Sector”.
3. Project for the formulation of contracted hiring system: Setting-up of “Governing Law for Employees”.
4. Project for the formulation of short-term and temporary hiring system: Providing a temporarily full-time or part-time hire. Labor demands may be also considered through a private labor agency company.
5. Project for the planning of the budget control for personnel expense: Drawing out of the maximum limit for personnel expense and bonus payment.
6. Project for the formulation of performance evaluation system: Setting-up of “Criterions for Employee Performance Evaluation” and “Measures for Elimination of Improper Staffs”.
Subjects
企業精神政府
人力資源管理
公務人力資源彈性管理
平衡計分卡
human resource management
entrepreneuriol government
humen resource management in the public service
balanced score card
SDGs
Type
other
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