| Summary: | 碩士 === 開南管理學院 === 公共事務管理學系碩士班 === 93 === This paper uses the concept of strategic human resources management and the motivation theory to research the negative and positive effects of our police special performance promotion system, and looks for a better solution. The police work requires loyalty, professionalism, hard work, facing danger, mobility, and interest. In order to encourage the police to devote themselves to the nation and society, insure people’s life under in a risky working environment and succeed in all directions, the special performance promotion system was established. The police officers receive promotion without a time limit. Since the system has been enforced, many police officers have benefited from it. But, the system also produced much dissatisfaction, and even voices calling for abolition. Therefore, the main issue for the police administration department is to establish a complete and fair promotion system to allocate human resources efficiently, increase administrative efficiency, and improve the policy making ability for public security.
The data for this study was gathered and analyzed through relevant documents, comparison of different countries’ police promotion system studies, our police promotion system and special performance promotion system studies and empirical surveys. This purpose of this paper is to provide concrete suggestions for our policy promotion system in accordance with results produced by the research.
The survey targeted police officers and a random questionnaires methodology was used for the survey. The results of this questionnaire were presented as follows: (1) In general, most police officers do not fully understand and satisfy the promotion process. (2) Most police officers think the administration director decides the promotion with discretionary power. (3) Police officers with excellent performance easily receive the promotion opportunity. (4) Police officers who receive promotion are not qualified for the position. (5) The fairness of promotion influences the working efficiency. (6) Police officers are not satisfied with promotion opportunities. (7) Political factors affect the promotion. (8) Ability and morals are the main factors considered for the promotion. (9) Most police officers do not fully understand the process and how to break the existing promotion system. (10) The special performance promotion system is not as fair as the general promotion system. (11) Making process transparent and public is the most required improvement for the special performance promotion system. (12) The examination commission of special performance promotion system needs to increase representative’s number of basic level officers. (13) The special performance promotion system confuses the general promotion system. (14) The special performance system inspires the police to devote themselves to working in dangerous environment. (15) People with special performance are up for higher position promotion.
We propose some suggestions below that are based on the relevant documents studies and empirical survey results:
(1)Adjusting the position structure and providing an equal access to promotion.
(2)Improving educational training and integrating it into promotion system.
(3)Stringently examine the special performance promotion cases to avoid abuse.
(4)Morality is one of the criteria for promotion.
(5)Improve the fairness, public and justice of special performance system
(6)Concern the potential ability of candidate for promotion.
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