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題名 | 公務人力資源管理導入核心能力之研究:以考選及培訓為導入策略=Introducing Core Competency to Human Resource Management in the Public Sector: Taking Recruitment and Training as Strategies |
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作者 | 吳三靈; 王崇斌; Wu, San-ling; Wang, Chung-pin; |
期刊 | 國家菁英 |
出版日期 | 20061200 |
卷期 | 2:4 民95.12 |
頁次 | 頁25-42 |
分類號 | 573.462 |
語文 | chi |
關鍵詞 | 核心能力; 公務人力資源管理; Core competency; Public human resource management; |
中文摘要 | 本文之目的,在建構公部門人力資源管理導入核心能力的架構及策略,期望能經由核心能力的導入,提升公部門策略規劃及政策執行能力。 核心能力的導入,必須先進行需求評估,確認必要性後,再根據工作分析,建立核心能力模型,然後衡量員工實際具備的能力程度,針對能力落差,規劃相關管理措施及培訓計畫。 在公務人力的考選上,建議從高階文官的考選優先導入核心能力,同時並以管理性的核心能力為重點。而在公務人力的培訓方面,關鍵在於落實能力評鑑,以評鑑結果確認訓練需求,有效運用培訓資源。 |
英文摘要 | The purpose of this paper is to construct a framework and strategy for introducing core competency to human resource management in the public sector. It is expected that, by introducing core competency, the public sector’s capabilities of strategic planning and policy implementation will be enhanced. Before introducing core competency, an organization has to identify its needs. Once the needs are defined as necessities, the organization should form a core competency model based on work analysis. The employees would then be checked against the core competency model, and certain management and training processes could be launched to bridge the gap between the employees’ actual level and the desired standard of the core model. Regarding the recruitment of civil servants, this paper suggests higher-ranked servants as the prior ones to whom core competency, especially management skills, should be fi rst introduced. As for the training of civil servants, it is important that training needs have to be in accordance with the result of competency assessment so that training resources can be used effectively. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。