政府人力資源的招募管理－－以公務人員高普考試為例   全文下載

The Recruitment in Public Sector Human Resource Management: Take Civil Service Senior and Junior Examinations as Example

For the past few years, there have been comprehensive discussions about the government’s human resource management from both the practical and academic perspectives, but the connection between recruitment management and the selection of government employees has received little attention. Discussions on the examination system in Taiwan focused more on improving the techniques of selection than on the recruitment measures before the examination-selecting phase. This paper looks into relevant government documents regarding four phases: preparing recruitment, seeking applicants, attracting applicants and screening applicants and studied five key elements: organization, sources, actors, activities and work information. Based on the literature review, the paper discusses the measures by the Ministry and tries to explain the deficiency in the practice. This paper finds some defects: 1. the recruiters’lack of specialty, 2. superficial activities and 3. one-sided information. These defects are caused by the original design of the institution’s functions, crowding out of work and limited numbers of personnel. Finally, this paper concludes that the Ministry of Examination should play a positive and dominant role in providing details of work and shape the image about civil service that help applicants have a better understanding of this work. In addition, this paper raises the personnel issues about organizational design and work distribution that may affect to carry out the recruitment operation. The recruitment management issues discussed here are expected to help promote the different interpretation and comprehensive development of public sector human resource management.