公部門初任人事人員職能基準之初探—以高考三級及地方特考三等為例

Abstract

從職能的概念可知，專業知識並非遴選初任公務人員的唯一判斷標準，遴選政府所需要的人才，還必須要包括技能、特質及態度（KSAOs），所以要加以釐清的是：「政府需要什麼樣的初任公務人員？這些初任公務人員必須具備哪些基本的知識、技能、特質及態度，方能順利上任並發揮其潛力？」。我國政府人事主管機關近年來對職能概念的關注與運用，顯示政府人力資源管理的發展趨勢，已逐漸傾向更加重視公務人員所需具備的職能。而為使政府人力資源政策及改革能推展順利，遴選具適任性之人事人員為推展公部門人力資源管理相關工作的重要基礎，因此必須建立一個能夠考選及培育所需人才的職能架構。\n勞動部勞動力發展署自2012年起推動建置職能基準與發展職能導向課程，其用意在於為減少產業進用之人力發生職能落差的問題，使人才供需兩端能獲得有效準確的連結，此與考試院所追求的「考用合一」宗旨不謀而合。因此，本研究旨在對職能基準的概念進行初探，進而建置通過高考三級及地方特考三等人事行政類科初任人事人員的職能基準並探究各項職能內涵的權重體系，以提供作為對初任人事人員考選、訓練發展與試用考核的職能參考架構，期盼能有利於初任人事人員無論分發至各層級機關、從事不同性質之人事工作都能順利地上任。\n本研究以知識、技能與態度（KSA）作為職能分類構面，透過修正式德菲法將專家意見歸納出11項職能內涵及30項行為指標，之後運用層級分析法分析各職能內涵的相對權重體系，依權重高至低排序為：「溝通協調」、「問題分析與解決能力」、「人事法令」、「學習能力」、「團隊合作」、「人事服務的特質」、「廉政的特質」、「顧客服務」、「資訊技術」、「人力資源管理專業知識」及「績效管理」；本研究亦調查現行人事人員考選制度、訓練制度與本研究所建構職能的落差程度，研究結果顯示，能考選初任人事人員具備所需職能的程度介於「欠缺」至「有些具備」之間；能訓練初任人事人員具備所需職能的程度介於「有些具備」與「具備」之間。最後，本研究建議應將職能基準加以落實在初任公務人員考選、訓練培育及試用考核等制度上，相輔相成以建立系統性的公務人才遴選機制。

It can be seen from the concept of competency that professional knowledge is not the only criterion for selecting new civil servants. The selection of talents needed by the government must also include skills, characteristics and attitudes (KSAOs). Therefore, what needs to be clarified is： "What kind of the new civil servants does the government need? What basic knowledge, skills, characteristics and attitudes do these new civil servants need to take office successfully and realize their potential?". The attention and application of the concept of competency by the government personnel authorities in our country in recent years shows that the development trend of government human resource management has gradually tended to pay more attention to the competency required by public servants. In order to proceed the government`s human resource policies and reforms smoothly, the selection of competent personnel officer is an important foundation for the promotion of human resource management related work in the public sector. Therefore, a competency structure capable of selecting and cultivating the required talents must be established.\nThe Workforce Development Agency of the Ministry of Labor has been promoting the establishment of Occupational Competency Standard and development of Competency-Based Program since 2012. The intention is to reduce the problem of competency gaps in the industry, so that the two ends of the talent supply and demand can be effectively and accurately connected. The aim of "the unity of examination and application" pursued by the Examination Yuan of ROC coincides with each other. This research aims to explore the concept of Occupational Competency Standard, and then establish Occupational Competency Standard for novice personnel officer who have passed the level three senior examination and the grade three special examination for local governments, and to explore the weight system of the connotation of each competency to provide the competency framework for the selection, training, development, and trial evaluation of novice personnel officer. Hoping that it will be beneficial to novice personnel officer no matter whether they are distributed to various levels of agencies and engaged in personnel work of different natures.\nThis research uses knowledge, skills, and attitudes (KSA) as the competency classification dimension, summarizes expert opinions into eleven competency connotations and 30 behavior indicators through the Modified Delphi Method. Then uses Analytic Hierarchy Process to analyze the weight system of the competency connotations. According to the order of high to low weight is： "communication and coordination", "problem analysis and solving ability", "personnel laws and regulations", "learning ability", "teamwork", "personnel service characteristics", "integrity characteristics ", "customer service", "information technology", "human resource management professional knowledge" and "performance management". This research also investigates the gap between the current selection, training system and the Occupational Competency Standard of this research. The results show that the degree to which novice personnel officer can be selected for the required competency ranges from "deficiency" to "some have" the degree to which they can train novice personnel officer to have the required competency ranges from "some have" to "have". Finally, this research suggests that the Occupational Competency Standard should be implemented in the new public servants` examination and selection, training and trial evaluation systems, which complement each other to establish a systematic public service talent selection mechanism.