臺中市國民中學人事人員核心能力之探討

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题名:	臺中市國民中學人事人員核心能力之探討
其它题名:	The Core Competencies Of Personnel In Taichung Junior High Schools
作者:	簡懿琳 Chien, Yilin
贡献者:	項靖 Shiang, Jing 東海大學第三部門碩士在職專班
关键词:	人事人員;核心能?;國民中學 personnel staff;core competency;junior high school
日期:	2012
上传时间:	2013-01-02T03:45:16Z (UTC)
摘要:	本研究旨在瞭解臺中市國民中學人事人員核心能力的現況、?同背景變項與不同核心能力課程訓練程度之人事人員，對本身核心能?的具備程度是否有差?，以及人事人員對專業核心能力項目（顧客服務、人事法規、績效管理、資訊技術等4項）之重要性排序為何等相關問題，研究結果俾供各縣市政府作為人事人員人力資源管理發展，以提升人事人員專業知能與競爭優勢。本研究以問卷調查法為主並輔以深度訪談，蒐集國民中學人事人員之核心能?的實證性資?，經統計、分析之後，綜合研究結果，提供具體建議，以供縣市政府主管機關、人事人員及未?研究者之?考。研究結果發現：一、人事人員對於本身應具備的核心能?之自我看法達高度程?。二、人事人員之「顧客服務」及「人事法規」核心能力程度看法，會因人事主管服務年資及核心能力訓練程度的不同，而有差異情形；三、人事人員之「績效管理」核心能力程度看法，會因年齡、人事主管服務年資及核心能力訓練程度的不同，而有差異情形；四、人事人員之「資訊技術」核心能力程度看法，在性別、年齡、人事主管服務年資、公職服務年資、教育程度及核心能力訓練程度的不同皆無差異性存在；五、人事人員對於核心能力各項目重要程度看法依序為「人事法規」、「顧客服務」、「資訊技術」、「績效管理」。 The purpose of the thesis is to explore the current situations of the core competencies of personnel staff in Taichung City Junior high schools, and personnel staff with different backgrounds, different core competencies of personnel staff to professional training items (customer service, personnel regulations, performance management, and information technology) and related problems to their ranking priorities. The research result will be taken as resource to personnel management of each county (city) to improve professional skills and competition of personnel staff.The research is mainly based on questionnaire with deep interview supported. Proven data of junior high school personnel staff’s core competencies is collected in the first place, then after gathering statistics and analysis, the research result turns out to be reference resource to the municipal government competent authority, personnel staff and future researchers. There are five aspects that the research developed as following. First, personnel saff have high expectation about own core competencies. Second, personnel staff’s attitude to customer service and personnel regulations has variation in core competencies under different seniorities and core competencies training levels. Third, personnel staff’s attitude to performance management has variation in core competencies under different ages, seniorities and core competencies training levels. Forth, personnel staff’s attitude to information technology has no variation in core competencies under genders, ages, seniorities, years of public service, education level and core competencies training levels. Fifth, priorities of personnel staff core competencies of personel staff is ranked to be personnel regulations, customer service, information technology, and at last performance management.
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