政府人事管理法令的管制品質分析

Regulatory Quality of Public Personnel Policies and Laws

10.29865/PAP.201212.0001

施能傑(Jay N. Shih)

管制品質 ； 管制影響評估 ； 政府人事政策 ； 策略性人力資源管理 ； regulatory quality ； regulatory impact analysis ； public personnel policy ； strategic human resource management

行政暨政策學報

55期（2012 / 12 / 01）

1 - 30

繁體中文

相對於其他國家，臺灣政府人事管理的最大特色是高度依賴法律和法規命令進行。本文借用管制影響評估理論和機制，以及策略性人力資源管理理論，建構分析人事管理法令管制品質的三個觀點：合目的性、合效能性和合憲性，分別對應著公共行政領域分析的管理、政治和法律觀點。根據該架構，本文逐項分析臺灣現行人事管理法律的管制品質，結果顯示整體性和個別性的人事法律管制品質均不佳，一則忽略對增進政府競爭力和經營服務績效等核心公共價值的重視，二則主要人事管理領域內的核心管理措施並未和其政策目標間有密切連結，三則相對缺乏以保障公共利益模式為思考主體的合憲性思考。

Quite different from OECD counties, public personnel management relies upon the regulatory approach mainly established by laws in Taiwan. This paper proposes three lens for analyzing the regulatory quality of personnel laws-effectiveness, instrumentality and constitutionality which combines arguments taking from both regulatory impact analysis and strategic human resource management. Results show that the regulatory quality is not good enough for public personnel polices. Public personnel laws currently in force have not set up clear strategic goals for enhancing government competitiveness and performance. Nor do those key measures of any functional personnel management law match its policy goal well. Lastly, the public service model is often not applied to design personnel management laws for maintaining their constitutionality.

1. 施能傑(2003)。公務人員考選制度的評估。臺灣政治學刊，7，157-207。
   連結：
2. 許育典(2010)。以憲法架構檢討公務人員行政中立法。臺大法學論叢，39(4)，1-43。
   連結：
3. Sayre, Wallace S. 1948. “The Triumph of Techniques over Purpose.” Public Administration Review, 8(2): 134-137.
4. Partnership for Public Service. 2008. Roadmap to Reform: A Management Framework for the Next Administration. from http:// www.ourpublicservice.org/. Retrieved March 1, 2012.
5. OECD. 1995. Recommendation of the Council of the OECD on Improving the Quality of Government Regulation. Paris: OECD/GD(95)95, OECD..
6. OECD. 1997. OECD Policy Recommendations on Regulatory Reform. Paris: OECD..
7. Akhtar, Syed,Ding, Daniel Z.,Ge, Gloria L.(2008).Strategic HRM Practices and Their Impact on Company Performance in Chinese Enterprises.Human Resource Management,47(1),15-32.
8. Anechiarico, Frank,Jacobs, James B.(1996).The Pursuit of Absolute Integrity: How Corruption Control Makes Government Ineffective.Chicago:The University of Chicago Press.
9. Australia Government(2007).Best Practice of Regulation Handbook.Canberra:Office of Best Practice Regulation.
10. Bardach, Eugene,Kagan, Robert A.(1982).Going by the Book: The Problem of Unreasonableness.Philadelphia:Temple University Press.
11. Beatty, Richard W.(2003).New HR Metrics: Scoring on the Business Scorecard.Organizational Dynamics,32(2),107-121.
12. Becker, Brain E.(2001).The HR Scorecard: Linking People, Strategy and Performance.Boston:Harvard Business School Press.
13. Cabinet Office(2003).Better Policy Making: A Guide to Regulatory Impact Assessment.London:Regulatory Impact Unit, Cabinet Office.
14. Cabinet Office(2000).Principles of Good Regulation.London:Better Regulation Task Force, Cabinet Office.
15. Croley, Steven P.(2008).Regulation and Public Interests: The Possibility of Good Regulatory Government.Princeton, New Jersey:Princeton University Press.
16. Delaney, John T.,Huselid, Mark A.(1996).The Impact of Human Resource Management Practices on Perceptions of Organizational Performance.Academy of Management Journal,39,949-969.
17. Dotson, Arch(1955).The Emerging Doctrine of Privilege in Public Employment.Public Administration Review,15,77-88.
18. Elliott, Robert H.(1985).Public Personnel Administration: A Value Perspective.Reston, Virginia:Reston.
19. Huselid, Mark A.(2005).The Workforce Scorecard: Managing Human Capital to Execute Strategy.Boston:Harvard Business School Press.
20. Klingner, Donald E.,Nalbandian, J.(2002).Public Personnel Administration: Contexts and Strategies.Englewood Cliffs, New Jersey:Prentice-Hall.
21. Lee, Yong S.,Rosenbloom, David H.(2005).A Reasonable Public Servant: Constitutional Foundations of Administrative Conduct in the United States.Armonk, New York:M. E. Sharpe.
22. Lengnick-Hall, Cynthia A.,Lengnick-Hall, Mark L.(1988).Strategic Human Resource Management: A Review of the Literature and A Proposed Typology.Academy of Management Review,13,454-470.
23. OECD(2008).Building an Institutional Framework for Regulatory Impact Analysis: Guidance for Policy Makers.Paris:OECD.
24. OECD(2011).Government at a Glance.Paris:OECD.
25. OECD(2009).Indicators of Regulatory Management Systems: 2009 Report.Paris:Regulatory policy committee, OECD.
26. OECD(2005).OECD Guiding Principles for Regulatory Quality and Performance.Paris:OECD.
27. OECD(2007).OECD Reviews of Regulatory Reform, Regulatory Impact Analysis: A Tool for Policy Coherence.Paris:OECD.
28. OECD(1997).Regulatory Impact Analysis: Best Practices in OECD Countries.Paris:OECD.
29. OECD(2002).Regulatory Policies in OECD Countries: From Interventionalism to Regulatory Governance.Paris:OECD.
30. OECD(2008).The State of Public Service.Paris:OECD.
31. OECD(2005).Trends in Human Resources Management Policies in OECD Countries.Paris:OECD.
32. Peters, B. Guy(2001).The Future of Governing: Four Emerging Models.Lawrence, Kan.:University Press of Kansas.
33. Rabin, Jack(ed.)(1995).Handbook of Public Personnel Administration.New York:Marcel Dekker.
34. Rosenbloom, David H.(1971).Federal Service and the Constitution.Ithaca, New York:Cornell University Press.
35. Rosenbloom, David H.(2003).Public Law for Public Managers.Boulder, CO.:Westview Press.
36. Rosenbloom, David H.,Kravchuk, Rovert S.,Clerkin, Richard M.(2009).Public Administration: Understanding Management, Politics, and Law in the Public Sector.New York:McGraw-Hill.
37. Rosenbloom, David H.,O''Leary, Rosemary(1997).Public Administration and Law.New York:Marcel Dekker.
38. Salamon, Lester M.(ed.)(2002).The Tools of Government Action.New York:Oxford University Press.
39. Schneider, Anne L.,Ingram, Helen M.(1997).Policy Design for Democracy.Lawrence, Kansas:University Press of Kansas.
40. Shafritz, Jay M.(2001).Personnel Management in Government.New York:Marcel Dekker.
41. U.S. General Accounting Office(2002).A Model of Strategic Human Capital Management.Washington, D.C.:U.S. GAO.
42. U.S. Office of Personnel Management(1999).Strategic Human Resources Management: Aligning with the Mission.Washington, D.C.:OPM.
43. U.S. Office of Personnel Management(2006).The Human Capital Assessment and Accountability Framework HCAAF: Systems, Standards and Metrics.Washington, D.C.:OPM.
44. World Bank(2012).Doing Business 2012.Washington, D.C.:The World Bank.
45. Wright, Patrick M.(ed.)(1999).Strategic Human Resources Management in the Twenty-First Century.Stamford, Conn.:JAI Press.
46. 丘昌泰(2003)。建立管制性法規影響分析機制可行性研究。臺北市:行政院經濟建設委員會。
47. 江大樹(2005)。地方文官甄補制度之分權化與彈性化。國家菁英季刊，1(3)，63-82。
48. 吳庚(1992)。行政法之理論與實用。臺北市:作者。
49. 呂育誠(2005)。營造符合機關與人員雙向需求的公務人力甄補思維。國家菁英季刊，1(4)，109-130。
50. 施能傑(1999)。美國政府人事管理。臺北市:商鼎文化。
51. 施能傑(1993)。公務人事政策的改革課題：中立與民主、能力與分權。理論與政策，8(1)，33-48。
52. 彭錦鵬(2005)。從英美等國文官制度發展探討我國考試制度改進方向。國家菁英季刊，1(3)，35-61。
53. 蔡秀涓、施能傑(2000)。公務人員懲處制度變革的反省：策略性管理觀點。月旦法學雜誌，57，40-57。
54. 鄭國泰(2007)。管制治理。高雄市:麗文文化。

1. 許峻嘉(2017)。公部門人力資源管理實務之研究─地方薦任公務人員的初探性調查。東吳政治學報，35(2)，207-270。
2. (2017)。考績等第決定的非正式制度：甲等比例限縮政策影響之分析。空大行政學報，31，1-36。
3. (2022)。通傳會「法規影響評估」的運作與限制。中華傳播學刊，41，119-164。