| 英文摘要 |
As governments do their regular work, they are faced with more and more extraordinary incidents that are testing their ability to respond. Some emerging issues, such as aging population, declining birth rate, climate change, annuity scheme reform, public debt balance, industry development and youth unemployment, are all knotty issues for policy makers.
This paper aims to develop talent management strategies for the public sector as part of efforts to address the intractable public issues which are deeply intertwined with global and national forces. On the other hand, this paper focuses on three strategies of talent management: talent recruitment, capacity building, and talent retention. The results can be concluded as follows:
First, the hiring agency should be given the autonomy to recruit people who have high capabilities of coordination and integration and integrate them into a national system that is geared toward opening up and innovation.
Second, build and strengthen public employees’collaborative governing ability and cutback management capacity.
Third, hold the public agency leader more accountable for human resources management, so they can do their jobs of strategic management and performance management more effectively. |
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