論香港公務員職系設計與管理及其對我國公務人員制度設計之啟示

Abstract

我國文官制度觀念上一直囿於單一序列品位制的思維，使高階文官一直面對內升／外補困局；而新人事制度雖強化了以人為本，但犧牲了專業化的需求。這些問題並非是職涯為基文官制度必然要面對的窘境，只是我們並沒有認真深究其他國家地區的文官制度而已。本文會介紹香港自殖民地時代所建立的公務員制度，其採用一種多序列品位制，並採取通才與專才分工的職系設計。這設計可使高階文官年輕化，並建立以人為本的專業化職系，職系管理使當代所倡議的人力資源管理及人才培養觀念得以落實。雖然這並不是嶄新的制度設計，但仍有我國可借鏡之處。

The mindset of the civil service system design in Taiwan has been confined to a single-track rank-in-person system. That causes a dilemma of establishing a senior civil service between by internal promotion and by external recruitment. The new personnel system has strengthened the human-centered nature but at the expense of professionalization. These are not essential problems of a career-based system. The real problem is we have not seriously explored the possibilities of other civil service systems. This paper illuminates the Hong Kong`s civil service system that was established in the colonial era. That system adopts a multiple-track rank-in-person system and a generalist-specialist grade division. This design facilitates rejuvenation of senior civil service and helps establish a human-centered professionalized grade system. The grade management helps realize the ideas of contemporary human resource and talent management. This case does not provide a state-of-the-art design, but it is well worth a reference for Taiwan.