我國公立大學策略性人力資源管理模式之建構   免費試閱

Strategic Human Resource Management Model for Public Universities in Taiwan

本研究目的在建構我國公立大學教師策略性人力資源管理模式。首先，探究公立大學教師策略性人力資源管理四項核心實務：教師聘任、教師待遇、教師專業發展、教師評鑑之內涵，形成本研究初步模式；其次，訪談9位專家學者形成模式第二次建構，並由13位專家學者進行兩回合德懷術問卷調查，蒐集專家學者對模式之意見，進行第三次模式建構，確立公立大學教師的策略性人力資源管理模式流程與內涵：公立大學應先針對學校的內、外在環境，進行PEST與SWOT分析，以及國內、外教育政策與學術發展趨勢分析；再次，據此擬訂出公立大學的願景、自我定位與發展策略；接著，實施公立大學教師之策略性人力資源管理核心實務活動；最後，產生策略性人力資源管理效能，並產生回饋訊息。在進行這五項活動內涵時，必須不斷進行評鑑，以產生回饋訊息進行修正，形成持續改進的動態模式。

The purpose of this study aims to construct a Strategic Human Resource Management (SHRM) model for public university faculty. Firstly, in order to construct this conceptual model, this study reviews the literature of Human Resource and formulates the four core practices of SHRM for public university faculty; namely faculty recruitment, compensation, development, and evaluation. Secondly, interviews with nine experts are conducted to review the formulated SHRM model. The last step of testifying the Model is to invite a total of 13 experts using a two-round Delphi Technique survey to further review the SHRM model. Ultimately, the finalized SHRM model develops a standard five-step procedure and content. The first procedure is to conduct PEST and SWOT analysis of internal and external environment and analyze the tendency of educational policies and academic development. Second, according to intended aims and visions, public universities develop their individual goals and self-orientation. Then, based on the goals and orientation, public universities proceed to plan developmental strategies. Next, four core practices of SHRM model (i.e., faculty recruitment, compensation, development, and evaluation) should be implemented. The final step is to produce SHRM effectiveness. Constant revisions or evaluation should be considered for a well-sound SHRM model for public universities.