The Recruiting Pattern of Public Human Resources in R.O.C.-Case Study of National Tax Administration of Central Taiwan Province
Date Issued
2012
Date
2012
Author(s)
Jhang, Ruei-Jyun
Abstract
In order that the Public Human Resources are constantly reformed and streamlined, the R.O.C. government has been actively working on organizational reformation and administrative innovation. A flexible employment system is adopted for Public Human Resources (HR) reformation using strategies such as diverse appointment channels and flexible management of Public HR. There is a large number of dispatched employees and contractual personnel to increase HR flexibility and reduce expenditure; this aims to initiate a rigid civil service system. Despite the government’s effort in implementing a contract recruitment system for several years, there have been many disputes, drawbacks and shortcomings. For instance, the laws and rules related to manpower allocation haven''t been on track lately, and some regulations and policies may fail to meet the requirements of the public sector particularly with regard to contractual HR arrangement. Moreover, based on the laws and restrictions on manpower allocation, it is still uncertain which recruiting pattern and flexible employment system could meet the actual requirements.
Therefore, this research aims to examine the current situation, varying factors and system problems of the Public HR’s recruiting pattern through literature analysis and the study of relative theories and existing systems. Furthermore, it determines and explores the problems involved in the laws and policies related to permanent, contractual and dispatched personnel, in order to understand the reason and operational mode behind the recruiting pattern for these employees. Based on interviews with managers (permanent) as well as contractual and dispatched employees of National Tax Administration of Central Taiwan Province, this study proposes the following reform strategies and suggestions on the Public HR’s recruiting pattern and flexible employment system: 1) The reasonable recruiting pattern and scale should depend on the operational characteristics and practical requirement of the offices. 2) The management and examination systems along with an elimination mechanism should be implemented to solve long-term work inadequacies. 3) The recruitment method and system for contractual employees should be changed. 4) Dispatched employees could be employed instead of contractual employees based on the office’s nature of business. 5) The recruiting pattern for dispatched employees is suggested to build better security systems such as feedback channels, supervising mechanisms and laws related to dispatched personnel. 6) The education and training should be enhanced to improve the quality of HR.
Subjects
Recruiting pattern
Flexible employment
Personnel cost
Permanent personnel ( Civil servant)
Contractual employees
Dispatched employees
Type
thesis
File(s)![Thumbnail Image]()
Loading...
Name
ntu-101-R98322016-1.pdf
Size
23.54 KB
Format
Adobe PDF
Checksum
(MD5):b3c423a3e10b566292fc7cdd8ea9759d