結合DEA與BSC法對消防局人力資源配置之研究

A Study on Human Resource Allocation By DEA and BSC Approaches for Fire Departments

2010年台南縣市合併後，消防局面對退休人員增加，消防人力不足，加上工作量逐年增加，導致人員工作負荷加重，各分隊皆有增加人力之需求，但人員增補需要編列預算，還有新進人員的任用與訓練需要時間，在無法立即增補人力的情況下，如何對現有人力資源進行有效分配，本研究以台南市的消防機關進行探討。消防工作多元，本研究選用可分析多種投入與多種產出相對效率的資料包絡分析法（DEA）為工具，並結合平衡計分卡（BSC）的四個構面含財務、客戶、企業流程、員工學習與成長觀點去探討各分隊。因而獲取適當有效的投入產出項，總共檢視台南市50個消防分隊，進行效率分析、差額分析，提供管理者了解消防分隊相關構面與整體的效率表現，據以調整管理方向。最後，本研究根據DEA的差額分析調整各分隊的人力，在整體人數不增加的情況下，將無效率單位減少的人數增加至具效率的單位，經兩階段調整後，整體效率值提升8.2%，具效率的單位數增加52.17%，整體上可得到較公平且有效率的人力配置模式，可提供管理者一個效率導向之人力配置模式作為參考。。

The serious manpower shortage issue is a real hot potato in fire Departments. The increasing retires number, deficiency firefighters and heavy tasks have been made the result of overloading for public servants after Tainan City and Tainan County merged in 2010. The demand of manpower is increasing in each Fire unit, and its supplement is hard because of lacking enough budgets. Therefore, the study focuses on efficiently allocating the current manpower without recruitment becomes an important topic. Normally, it runs multiple functions for a Fire unit. After reviewing some related references, the Data Envelopment Analysis (DEA) approach is selected as an analysis tool in the study. The Balanced Score Card (BSC) approach is also to view each Fire unit from four perspectives including financial, customer, organization process and the learning and growth of employee. We totally evaluated 50 different Tainan’s Fire units on its overall performance from efficiency and slack variables analysis. The outcome is valuable and useful to the authorities who can easily make decision. It has been provided the correct direction and adjusted task well for the manpower management properly. In conclusion, the study focuses on the allocation of the manpower to right positions by distributing inefficient numbers of units to the right units and creating much benefit by the DEA’s slack variable analysis. After a two-stage adjustment, the overall efficiency has been extended to 8.2% and the numbers of efficient unit is added to 52.17%. As a result, the proposed fair human resource allocation model has been provided and supported the manpower management for the Fie unit.