我國公部門人力激勵政策與法制規範之研究

The Research of Employee Encouragement Policy and Lawful Norms in Public Sector

我國公務人員考試，向來被認為公平度極高，也甚具鑑別度的人才考選制度。惟人員一旦進入公務界後，由於考評、激勵、陞遷等法制規範之完整性與連貫性，未臻完善，公務人員或因感受不到長官對其努力的體認與肯定，或因認為其努力工作的績效未得到公平的回饋，故較少見到公務人員對其工作充滿服務熱忱與創意，部分公務人員因工作士氣不足，而有因循苟且的積弊與習氣。考試院第11屆第39次會議通過之「文官制度興革規畫方案」第五案：「落實績效管理、提昇文官效能」中，提到現今尚缺乏整合性激勵制度，即明示在考績法修正後，應建構人力發展型之激勵制度，考慮實施階段性多元獎勵。因此一套公平有效的激勵制度，實為真正促使公務人員發揮優質服務精神、激勵其個別潛能、提升公務人員對其生涯發展及國民對公共服務的滿意度之所在；並達成新公共服務中公務人員為公民服務、貢獻於社會之理想目標。所以針對「績優人員」的激勵回饋之道、及久任公職的一般公務人員，其激勵管理作為應如何設計？實宜妥為研究。此外，因應全球化來臨的時代裡，公務人員素質與執行能力，如何與當代學理及先進國家的作為相接軌，已成為台灣邁向全球化的必要條件。因此，檢討我國文官制度中之激勵作為，將有助於增進人力素質並促進其勠力從公。本研究在研究方法上，除了相關文獻探討外，並將採質化研究法，以焦點座談及深度訪談法，作為本研究之參考意見，以檢討現行人事法規及實務運作之問題，發揮優質之工作效益為目標，提出激勵公務部門員工士氣之人事政策暨法規修正之研究建議。

The examination of civil service in Taiwan is highly appreciated as its fairness and distinguished way in personnel examination. Due to the lack of intact and continuous lawful norms in performance appraisal, encouragement and promotion systems, civil service are afraid of the negligence or the fair feedback in their performance and hard work by their supervisors. It's rare to see civil servants' service sincerity and innovation. This situation also reflects the lack of morale in some civil service and their corrupt ways. The 39^(th) meeting of 11^(th) annual conference in Examination Yuan has passed a plan for civil service system's modification. The 5^(th) case mentions how to carry on performance management and promote civil service efficiency. This means we still need an integrated encouragement system. After the modification of performance law, it should set up an encouragement system for personnel development and practice multiple awarding for now. Therefore, to set up a fair and an effective encouragement system is necessary for civil service to give good quality service, to encourage individual potential, to promote their carrier development and to let citizens satisfy their service. This also can reach the goal of contribution of civil service to the society in New Public Service. Thus, how to set up a motivating feedback and management for good performance personnel and senior civil service needs more investigation. Besides, to connect the civil servants' natural talent and performance ability with the contemporary theory and conduct in highly developed countries is necessary to lead Taiwan into globalization. Thus, to evaluate the employee encouragement system in our civil service will help to improve the civil servants' natural talent and to promote their service. This study not only explores the related records but also adopts the interpellation research method using focus seminars and deep interviewing as its references. It also evaluates the questions of practice in lawful norms to give good quality service and submit suggestions to encourage morale of civil service in personnel policy and system.