公務人力高齡化現象下之人力資源管理對策
《摘要》
近年來高齡化的議題逐漸受到社會關注與重視，在年金改革後公務人員在職時間將逐步延長，本文主要針對公務人力高齡化的情況及其對人力資源管理之影響進行探討。過去研究指出，公務人力高齡化主要會對組織造成兩個層面的影響：首先是個人工作動機的部分，因退休時間延後、職位開放趨緩，公務人員將可能面臨陞遷速度較過去緩慢的問題，倘若無完善陞遷機制及有效激勵措施，人才流動受阻及工作士氣低落的情況將更明顯；其次是組織管理部分，在高齡化影響下，公部門中三代同堂的現象會日益嚴重，各世代公務人員不僅看事情角度有所不同，對於事情的處理方式亦不盡相同，容易產生組織內領導與溝通的問題，若未能及時解決可能會對組織文化及組織績效產生負面影響。本文先透過文獻檢閱的方式，盱衡各國政府針對公務人力高齡化問題所採行的措施以茲作為人力資源規劃之借鑑，再透過深度訪談及焦點座談了解不同作法在我國公部門實行的可行性，最後本文審視我國公部門人力資源管理之作法並提出相關建議。
[關鍵詞]： 公務人力高齡化、人力資源管理、工作動機、世代差異
Human Resource Management Strategies for an Aging Civil Service
Hsiang-Kai Dong, Tsan-Chi Chien, Pei-Wen Su
Abstract
In recent years, the “aging” issue has drawn increasing attention in society. As the pension reform come into force in Taiwan, it is believed that a majority of public employees will stay in the workforce for a much longer period. This study aims at finding the impacts of aging on different aspects of human resource management in the public sector. Prior research indicates that an aging workforce may affect the organizations from two perspectives. Firstly, employees’ work motivation may be affected because it takes longer for the current public employees to be promoted than their supervisors used to be. Such a phenomenon may reduce public employees’ work motivation and satisfaction. Secondly, an aging workforce means people from different generations need to work together for a longer period as well while, at the same time, the age gaps will become wider than before. Such generation differences might lead to leadership and managerial quarrels or conflicts. If the government failed to react promptly to the aforementioned problems, these “quiet crises” may generate negative impacts on government performance. This study examines the strategies used by different countries regarding these matters and adopts the in-depth interview and focus group approaches to explore the possibilities of applying these strategies in Taiwan. Policy and managerial suggestions are discussed in this study.
Keywords: aging in civil service, human resource management, work motivation, generation difference