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標題: | 臺灣國立大學契約進用行政人員制度之研究
—以A大學為例 Contract Employee Regulations for National Universities in Taiwan — A Case Study |
作者: | Bei- Lei Huang 黃蓓蕾 |
指導教授: | 黃崇興 |
關鍵字: | 契約僱用人員,循證,激勵理論,薪酬設計,用人費控管, Contract employee,Evidence-based management,Incentive theory,Salary design,Personnel spending management and control, |
出版年 : | 2017 |
學位: | 碩士 |
摘要: | 國立大學屬公部門組織,預算制度與人員配置早期均與一般行政機關適用相同規範,但為因應全球高等教育國際激烈競爭、國內少子女化趨勢現象等,自1998年起,陸續開始實施校務基金制度,並且得以校務基金進用編制外之工作人員,讓各大學在財務以及人力運用上更加彈性與多元,俾能快速有效回應臺灣高等教育環境所面臨的各項衝擊與挑戰。實施至今,各國立大學契約僱用之行政人員人數幾乎已超出正式編制的公務人員,已然成為各大學之行政主力。
本論文研究之個案大學是國內首例將企業界績效管理精神納入約用人員管理制度運用的國立大學,爰從循證的觀點,就該校約用人員管理措施之演進、行政人力結構及可取得之人事費用資料,以激勵理論、薪酬制度設計原理評析該制度之運作成效,得否為其他國立大學所參考;以及能否從所獲得之資料中,找出合理行政人員配置數或用人費上限,使國立大學基金得以永續經營。 研究結果認為個案大學約用人員績效調薪制度之設計有其立論基礎,若能確實執行,能達一定激勵效果,可為他校之參考。另本論文依循世界潮流,採用人事成本管控作為國立大學行政人員員額管理機制,研究結果,個案大學每年人事費用支出數大幅超出本論文以用人費率計算出的得使用數,顯示在此彈性用人制度下,行政人員(尤其是契約僱用之行政人員)的員額管理已有失控現象,國立大學經營團隊應該正視此一問題之嚴重性。 National Universities in Taiwan is placed under the Ministry of Education organization chart. In the early stage, regulations regarding its budget and personnel allocation are no difference to other administration offices. However, on top of the competition of higher education around the globe, and aggravated by a staggering birth rate downward spiral, a new budget system, called “School Fund System (SFS)”, has been implemented since 1998. SFS serves as a flexible and diverse means not only for financing but also for recruiting contract employees to combat all sorts of challenges from all fronts. As a result of the implementation of SFS, the total number of contract employees has exceeded the government employees, and contract employees have become the main manpower for the administration work in every aspect. In this thesis, a case study has been conducted to introduce a performance evaluation mechanism widely accepted by the industry sector to the contract employees in a national university. The purpose of this study is to investigate the three crucial factors in order to help the university with a sustainable development in the future: a reasonable allocation of administration manpower, the ceiling of personnel budget administered, and an optimal ratio between government employee and contract employee. Three approaches are adopted in this study: evidence-based management, incentive program, and salary design, to carefully examine the following three types of data: the evolution of the personnel management regulations, structure of administrative manpower, and available personnel budget data. Main conclusion of this study is: the target university in this study has had a well design of its incentive program, and by following the rules designed in the program to the letter, the goal of inspiring contract employees is achievable. However, there is an important message for the target university to pay special attention to, that is, its annual personnel budget is far below the actual spending, indicating that personnel quota, especially that of contract employees, is way out of control. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/76580 |
DOI: | 10.6342/NTU201701195 |
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顯示於系所單位: | 商學組 |
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ntu-106-P04748010-1.pdf 目前未授權公開取用 | 2.29 MB | Adobe PDF |
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