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| Title | 初任公務人力的遴選標準：適任性優於專業知識 |
| 其他題名 | Selection Criteria of New Public Employees: Suitability over Professional Expertise |
| Creator | 施能傑 Shih, Jay N. |
| Contributor | 公行系 |
| Key Words | 人力遴選 ; 效度 ; 適任性 ; 專業知識認知能力 Employee selection ; Test validity ; Suitability ; Professional knowledge |
| Date | 2013-04 |
| Date Issued | 28-Nov-2014 11:03:04 (UTC+8) |
| Summary | 公務人力遴選的唯一政策目標是錄用適任性人力。現代社會環境和問題變動不已，人力適任性自不應該以「高等教育專業知識」為最核心標準，更要包括其他技術能力、特質和態度（KSAOs）。本文根據各國政府普遍性實務和人力資源遴選理論概念，就如何增進遴選更適任之初任公務人力，提出三個改革方向：多階段遴選程序、不同階段引入多元遴選方法和減少評量專業知識範圍。第一階段的基本資格審核和第二階段第一試採用選擇題，大幅減少實際上可參加後續遴選階段的人數。第二階段第二試的參與人數一方面大幅減少，一方面又大幅減少應試科目，可以有效增進測驗題目內容效度，並採取平行兩閱提升閱卷品質。第三階段運用面談和演練等方法，讓用人機關實際上有機會參與決定最後錄取人選。 The only goal of civil service selection policy is to select newcomers who are suitable for the job. This paper argues that a better criterion of suitability shall consider many jobrelated knowledge, ability, skill and other characteristics rather than merely the professional knowledge which has been the only one used by the civil service selection in Taiwan. It then proposes a reform plan including three sequential components. Firstly, the selection process shall be multi-phases, not the one stage currently, that screen out significant numbers of applicants each every stage. Secondly, each phase shall apply different selection methods to increase the selection validity. Finally, the final stage must use the in-depth structured interview that chaired by interviewers from employing agencies to observe more important characteristics of those few qualified candidates. |
| Relation | 國家菁英季刊, 9(1), 13-27. |
| Type | article |
| dc.contributor | 公行系 | en_US |
| dc.creator (作者) | 施能傑 | zh_TW |
| dc.creator (作者) | Shih, Jay N. | en_US |
| dc.date (日期) | 2013-04 | en_US |
| dc.date.accessioned | 28-Nov-2014 11:03:04 (UTC+8) | - |
| dc.date.available | 28-Nov-2014 11:03:04 (UTC+8) | - |
| dc.date.issued (上傳時間) | 28-Nov-2014 11:03:04 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/71711 | - |
| dc.description.abstract (摘要) | 公務人力遴選的唯一政策目標是錄用適任性人力。現代社會環境和問題變動不已，人力適任性自不應該以「高等教育專業知識」為最核心標準，更要包括其他技術能力、特質和態度（KSAOs）。本文根據各國政府普遍性實務和人力資源遴選理論概念，就如何增進遴選更適任之初任公務人力，提出三個改革方向：多階段遴選程序、不同階段引入多元遴選方法和減少評量專業知識範圍。第一階段的基本資格審核和第二階段第一試採用選擇題，大幅減少實際上可參加後續遴選階段的人數。第二階段第二試的參與人數一方面大幅減少，一方面又大幅減少應試科目，可以有效增進測驗題目內容效度，並採取平行兩閱提升閱卷品質。第三階段運用面談和演練等方法，讓用人機關實際上有機會參與決定最後錄取人選。 | en_US |
| dc.description.abstract (摘要) | The only goal of civil service selection policy is to select newcomers who are suitable for the job. This paper argues that a better criterion of suitability shall consider many jobrelated knowledge, ability, skill and other characteristics rather than merely the professional knowledge which has been the only one used by the civil service selection in Taiwan. It then proposes a reform plan including three sequential components. Firstly, the selection process shall be multi-phases, not the one stage currently, that screen out significant numbers of applicants each every stage. Secondly, each phase shall apply different selection methods to increase the selection validity. Finally, the final stage must use the in-depth structured interview that chaired by interviewers from employing agencies to observe more important characteristics of those few qualified candidates. | en_US |
| dc.format.extent | 1395695 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.language.iso | en_US | - |
| dc.relation (關聯) | 國家菁英季刊, 9(1), 13-27. | en_US |
| dc.subject (關鍵詞) | 人力遴選 ; 效度 ; 適任性 ; 專業知識認知能力 | en_US |
| dc.subject (關鍵詞) | Employee selection ; Test validity ; Suitability ; Professional knowledge | en_US |
| dc.title (題名) | 初任公務人力的遴選標準：適任性優於專業知識 | zh_TW |
| dc.title.alternative (其他題名) | Selection Criteria of New Public Employees: Suitability over Professional Expertise | en_US |
| dc.type (資料類型) | article | en |