The contracted personnel system is constituted for flexible personnel adjustment. With this system, within the scope of the public law, the government contracts with people for executing public affairs. To make public affairs implemented smoothly, duties and responsibilities as well as the management and a careful selection for contracted people should be different from those of the permanent staff.When one looks into related theories about reinventing government, one will know that not only governmental structure and operation but also the civil service and employment system should be modified as a whole. The core value of creating a flexible employment system for the government is to fulfill the democratic politics and enhance the governance capacity. According to the strategic human resource management by Lepark and Snell, the posts, except for high-value and unique human resources and those to be trained for long, can be arranged more flexibly. In Taiwan, such flexible system can be categorized into 6-temporary limited employees, contract-based employees, confidential employees, auxiliary-based employees, appointed employees, acting for the other position, each of which, except for appointed employees, is regulated by its appropriate laws and regulations in accordance its purposes. When taking into account of constitution-regulated appointment via examination and institutionalization, this study focuses on discussions and suggestions on legislation and mechanism of the contracted personnel policy. Keywords: human resource management strategy, human resource application, contracted personnel system, democratic governance, competitiveness of nation