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請使用永久網址來引用或連結此文件:
http://nhuir.nhu.edu.tw/handle/987654321/19802
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| 題名: | NPO人力資源管理策略導入公部門組織管理之影響－以國軍人才招募中心為例 |
| 其他題名: | NPO Human Resource Management Strategies Applied in the Public Sector--With the Recruitment Center of the ROC Armed Forces as an example |
| 作者: | 何祖耀
Ho, Tsu-yao |
| 貢獻者: | 非營利事業管理研究所
王振軒
Chen-shiuen Wang |
| 關鍵詞: | 標準作業程序;人力資源管理;國軍人才招募中心
Standard operational procedure;Recruitment CENEER of National Armed Forces;Human resources management |
| 日期: | 2009 |
| 上傳時間: | 2015-03-20 17:02:27 (UTC+8) |
| 摘要: | 國軍部隊為一嚴謹系統架構的科層組織，必須藉由優秀的人才與完善的人力資源管理制度，方能有效遂行各項作戰任務。國防部於1999 年成立「國軍人才招募中心」，用以統合國軍招募資源，專責招募優秀人才投入國軍的戰鬥行列。然而近年因應「全募兵制」政策推行的重大變革，就人口出生率統計未來役男員額勢必大幅縮減。因此，國軍人才招募中心的功能與發揮，將攸關國軍的總體戰力。 大家都知道美軍有比較完備的人員選拔、晉升，培訓、福利、薪資待遇和退伍、退休安置法規與福利保障制度，除了成為美軍在人才招募過程中很重要的一個誘因，同時也增進軍隊組織人力資本，強化軍隊組織效能的原動力。我國為因應全募兵制的政策，宜擬訂具體的人力資源發展計畫，其中人力資本的投資與福利制度，更應予以法制化，避免僅停留在規範性的宣示，缺乏法律的依據與明確的目標導向，更重要的是國軍必須發展出一套獨特的「策略性」人力資源管理制度，並建立在任用政策與人力策略上，如此才能達成兵力結構的優勢。 人力資源管理大多專注於解決企業的問題，對於公部門的研究則相對缺乏，尤其軍事招募在人力資源管理研究當中，更是容易被忽略的一個關鍵議題。基此，本研將以「國軍人才招募中心」的人力資源管理，導入NPO 之概念及國軍推動的「標準作業程序」，以檢視兩者對於組織管理及招募之效能，以為開拓優質人力進入國軍的管道。
The military is a strictly-structured hierarchical organization. High-quality personnel and well-rounded human resource management mechanism are imperative for effective execution of combat missions. In 1999, the ROC Ministry of National Defense established the Recruitment Center to integrate recruitment resources and attract fine talents into the military. The recruitment system, however, is receiving impact from the recent policy of transforming the military into an all volunteer force. The demographical trend shows an expected decline of youngsters eligible for military service. The effectiveness of the Recruitment Center therefore stands to be a critical factor in maintaining overall warfighting capabilities. It is a well-known fact that the U.S. military has an effective system for recruitment, promotion, training & education, benefits, payroll and pension. This has been a major incentive for recruiting young talents, an enabler for enhancing human capital, and an engine for strengthening organizational efficiency. As for the ROC, the policy of building an all volunteer force will require specific human resource development plans. The investment on human capital and the benefit programs should both observe stringently the rule of law instead of just following administrative proclamations, which lack legal foundation and clear orientations. More importantly, a ＂strategic＂ human resource management system should be developed with commissioning policies and human resource strategies at the base, so that a superior force structure can be achieved. The study on human resource management is usually focused on the industries with a relative lack of interests in the public sector, especially in the military recruitment. This paper attempts to infuse the concepts of the NPO and SOP, which the ROC military has been enforcing, into the Recruitment Center and examines the effect of the two concepts on military organization and recruitment process in an effort to broaden the access to high-quality human resources. |
| 顯示於類別: | [企業管理學系(管理科學碩/博士班,非營利事業管理碩士班)] 博碩士論文-非營利事業管理碩士班
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