| 摘要: | 本研究從全球治理觀點探討我國高階文官培訓，並針對現行高階文官培訓所面臨的問題與缺失作一全盤性的檢討與分析，以作為相關機關在規劃高階文官培訓時之參考。研究範圍係以中央機關簡任第十二職等以上主管、副主管或非主管人員之常任文官為對象，並採質性深度訪談為研究方法，訪談內容分為三大部分，第一部分係為了解受訪者對全球化衝擊的看法，此部分將分為兩個項目，分別為對政府部門以及高階文官本身。第二部分是對現行高階文官培訓面臨的問題與挑戰，分由法規、體系、課程內容及方法、高階文官本身因素，與培訓經費五個面向進行瞭解。第三部分則從全球化的核心能力面向去瞭解，並歸納我國高階文官應具備之核心能力。
本文在第二章相關文獻探討部分，首先就全球化與全球治理作概要說明，並從全球化對政府人力資源管理的衝擊、全球化對高階文官的挑戰及策略性人力資源管理作歸納與探討。第三章則介紹英、美、新加坡、法、德、荷、日、韓等八國高階文官培訓經驗，以作為他國借鏡參考。第四章探討全球化下高階文官能力提昇總體策略。第五章則評估我國高階文官培訓作法與缺失。第六章係針對質性訪問資料作分析與歸納。第七章則針對本文所作研究結果，提出研究發現，並由上述發現提出結論與建議。
由於我國尚未建立中、長期的高階文官培訓制度，考試院雖於2010年3月26日成立國家文官學院，並專司高階文官培訓事宜，然其成效尚待後續觀察，本文擬從高階文官的培訓思維、培訓法制、培訓體系、課程內容、訓練方法、培訓經費及核心能力等面向逐一提出檢討與分析，希望能提出我國高階文官培訓的理想架構藍圖，以作為政府未來建構高階文官培訓制度之參考，盼望經由本研究所得結果，對理論或實務方面能有所助益。
This research is aimed to investigate the training program of senior executive civil service from the perspective of global governance. The author is trying to make comprehensive review and analysis of the existing problems in senior executive civil service training system, with the purpose of providing some references to related agencies in dealing with the training plans. The study focuses on the executive and non-executive public servants who are classified up to twelve-grade level in the central governments. The methodology in this study stresses depth-interview. The interview contains three parts: first, to understand the respondents’ view about the impact of globalization. This section will be divided into two projects, one is the governmental sector and the other is senior executive civil service itself. The second part focuses on the current existing problems in senior executive civil service, trying to figure it out the concepts of regulations, systems, curriculum and methods, the civil service itself and funds. The final part tries to understand the issue by locating the core competencies in the globalization. The author is attempting to find how the senior executive civil service should have the core competencies.
In the second chapter, it outlines globalization and global governance first, and generalizes the challenges and impact from globalization on the public sector, human resource management, and the government reform. The third chapter introduces the practices of senior executive civil service training programs of UK, USA, Singapore, France, Germany, Netherlands, Japan, and Korea to learn from them as a reference. The fourth chapter discusses the ability of globalization to enhance the overall strategy of the senior executive civil service. Chapter V assesses the training practices with the purpose of pointing out the failures of senior executive civil service in the ROC. Chapter VI focuses on the overall analysis by using the qualitative data. Chapter VII provides the study’s findings and the conclusions and recommendations based on the findings.
Although the Examination Yuan established the National Civil Service Institute in March 26, 2010 which solely takes account on the training of senior executive civil service, its effectiveness remains to be observed because of the absence of long-term senior executive civil service training system. This dissertation is based on the thinking of civil service training, legal system, training system, curriculum, training methods, core competencies and funding for each of the review and analysis, hoping to make a blueprint of ideal framework for senior executive civil service training. The author believes this study is useful for the government construction of senior executive civil service training system in the future. I hope that the results of this study can be helpful in theoretical or practical construction. |
