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    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/157527


    Title: 巨量決策機制與平台效益評估—巨量資料時代公部門策略性人力資源管理的範圍與方法
    The Scope and Method of Public Sector Strategic Human Resource Management in an Era of Big Data
    Authors: 陳敦源;廖洲棚
    Contributors: 公行系
    Keywords: 巨量資料;科技制定模型;新制度論;政府策略性人力資源管理;工作分析;電子化政府
    Big Data;Technology Enactment Model;New Institutionalism;Government Strategic HRM;Job Analysis;E-government
    Date: 2018-12
    Issue Date: 2025-06-24 13:44:25 (UTC+8)
    Abstract: 從20 世紀進入21 世紀的五十年間，政治民主化進程上尚屬資淺的台灣，資訊通訊科技(Information and Communication Technologies; ICT)對政府的官僚組織衝擊一波接著一波，大量的預算與人力投注在這個政策領域，經過四階段的電子化政府發展之後，有識者應該可以問一個重要的問題：「政府的官僚組織，真的因為ICT 的導入而被改變了嗎？」，根據電子化政府多年累積的經驗研究顯示，即便人們多存在「科技變革樂觀論」，但政府不論是內部流程、或是對外關係的互動，轉變仍然有限，因此，ICT 給政府組織帶來的轉變的「理想與現實」落差之關鍵因素到底在哪裡呢？本研究以J. Fountain 的「科技制定模型」的制度理論為基礎，選擇政府策略性人力資源管理在巨量資料時代的制度轉變為個案，經過四種「循證」(evidence-based)的研究方法：人事資料盤點、人事工作分析、人事人員面訪調查、以及訓練資料巨量資料實驗平台等四種研究方法，一方面找出驗證Fountain 理論的經驗研究路徑，另一方面將這些資料當作實務操作的基礎，協助政府機關構未來導入巨量資料的技術時，可以同步展開組織與制度的變革。以期讓ICT對當代的政府革新，能真正貢獻力量，當然，這樣的研究也使ICT 對人文社會的影響，可以導入政府官僚體系的因素並設法控制之，以期能對公民社會乃至於以人為本的國家，帶來更符合「科技變革樂觀論」者們所預期的結果。
    From entering into the 21st century, the Government of democratizing Taiwan has been facing the pressures and challenges from the rapid development of information and communication technologies (ICT) as all other governments in the world. After various resources devoted into development e-government project, we should ask the key question that “what has been changed concerning the internal process as well as external connection of government?” Unfortunately, many e-government researches have signaled the same message: “Not Much!” What has prevents the government operation from transformed by ICT is the key question of this research. Based on Janet E. Fountain’s model of “technology enactment” which is institutionalist in nature, authors utilize four evidence-based methods, data warehousing, job analysis, bureaucrat survey and platform experiment, to explore possible array of factors that might be transformational, organizational as well as institutional, to help future ICT adaptation of other parts of the government. Especially, this research focuses on the agencies and personnel of human resource management as a case study for their ability and willingness to adopt Big Data technology to help to build up Strategic Human Resource Management System (SHRMS). The results of this three-year long research might contribute to both theoretical and practical ends.
    Relation: 科技部, MOST104-2420-H004-041-SS2, 104.08-106.07
    Data Type: report
    Appears in Collections:[公共行政學系] 國科會研究計畫

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