兩岸公務員培訓制度之比較

Abstract

本研究在行政生態學理論的基礎上，對兩岸公務員培訓制度的發展演變歷史進行了研究梳理，並結合政策趨同理論對於兩岸公務員培訓制度從政策依據、主管機構、培訓網路、培訓理念、培訓方式、培訓內容、培訓種類、培訓評估等七個方面進行了比較研究。研究發現，由於兩岸制度背景和公務員培訓制度歷史發展的差異，導致當前組織機構的結構存在較大的差異，但兩岸公務員培訓的內容、種類等方面並沒有太大差別，總體上臺灣公務員培訓制度的培訓理念和方式較大陸更加先進。這既驗證了行政生態學理論對於制度選擇和制度發展受其環境和歷史影響的假設，同時也驗證了政策趨同理論中，關於面對相同的政策目標，不同政府機構所採納的政策形式、方法會逐漸走向趨同的假設。在此對比的基礎上，本研究結合公共部門人力資源管理理論，對於大陸公務員培訓制度所存在的問題進行了探討，並結合臺灣的先進經驗對其提出了修正的建議。

On the basis of the theory of administrative ecology，the study researched on the evolution history of the civil service training system of both Taiwan and the mainland China. Combining the policy convergence theory for civil servants training system, the study analyzed the differences between Taiwan and the mainland China on the following aspects: training network ， training concept， training methods ， training content ， training types， training evaluation. It is found that different institutional backgrounds and the historical development of the civil service training system, result in a great distinction on the organizational structures. There is no significant differences in contents and types of the two civil service training systems. However, the training philosophy and methods of the Taiwan civil service training system are more advanced than those of the mainland China. This verifies the hypothesis of administrative ecology that institutional choice and institutional development are influenced by its environment and history, as well as the hypothesis of policy convergence theory that policy forms and methods adopted by different government agencies will gradually converge due to the same policy objectives. To conclude from those comparison, applying the theory of human resource development, the study conducted several researches on problems existing in the civil servant training system in the mainland China, while referring to the advanced experience of Taiwan.