我國檢察機關人力運用之研究

Abstract

近十年來司法界投入大量資源進行刑事訴訟制度改革，但司法的效率及品質問題卻始終未獲得有效解決；而影響司法改革成效的主要原因之一，應是欠缺有效的人力資源運用方法。 本研究有鑑於檢察人力資源之運用係影響檢察效能及司法改革是否成功之關鍵因素，乃以檢察人力之運用及其相關議題為核心進行探討，希望能發現並解決檢察機關人力運用政策之盲點，使檢察機關能充分發揮組織效能，達成社會所期待的使命與任務。 本論文經過檢察人力運用現況分析、文獻探討及深度訪談之實證研究分析後，發現法律制度變遷是造成檢察人力不足的主要原因。檢察人力運用評估不確實、勞逸不均、未能有效管控核心業務及實施案件分類、績效管考未落實等，也都是造成檢察業務過度負荷、效能不彰的重要原因。 針對這些發現，本論文參考現代人力資源運用理論， 對現行之檢察人力運用問題提出以下政策建議：（一）確實進行工作分析（二）使用人力評鑑工具，妥善運用人力（三）建立專業管理團隊（四）有效運用檢察官輔助人力（五）檢討檢察業務，集中資源處理核心業務（六）加強教育訓練、改善勞逸不均（七）重建職務倫理、貫徹檢察一體（八）建立決策分析系統（九）建立績效管考制度（十）參考引進法院管理模式。

In spite of the innumerous efforts and resources devoted in the judicial reform in recent years in Taiwan, the efficiency and quality of courts and prosecutor offices are not improved substantially. The lack of an effective mechanism of human resource management is one of the reasons for the ineffective judicial reform. This research focuses on prosecutorial human resource management and its related issues. It is argued that the prosecutorial personnel policy is the most critical factor which affects the work effectiveness in prosecutor offices and will even offer substantial contribution to the success of judicial reforms. The conceived objective of this research is to find out useful strategy for promoting prosecutorial efficiency, to tackle with the blind spots in prosecutorial personnel management, and to pursue for the keys for an effective performance system. The drastic change of law in the past years is the main reason for the problems encountered by most prosecutorial institutions. Other facts to be blamed for the prosecutorial inefficiency include: inaccurate evaluation on prosecutorial man power demand, inadequate distribution of workload, lake of control over core business, lake of case classification system, and work performance evaluation. Some suggestions are proposed to reform the prosecutorial human resources management in Taiwan: (1) work analysis, (2) the adoption of man power evaluation instrument, (3) the establishment of professional management team, (4) the efficient utilization of prosecutorial assistant man power, (5) the concentration of core affaires,(6) well targeted educational training with a view to improving efficiency, (7) the reconstruction of career ethics, (8) the establishment of decision-making analysis system, (9) the build-up of an oriented performance evaluation, (10) the introduction of new model for court management model.