| Summary: | 碩士 === 國立臺北大學 === 公共行政暨政策學系 === 95 === In knowledge-based economic era, people whose knowledge and skill are the most important economic resource. Likewise, public human capital is important for government and how to make use of this resource is the critical issue. This study probes four dimensions: 1. the content of human capital theory, 2. the implication of human capital theory for public sector, 3. the context of public human capital practices in the U.S. federal government, 4. the result of the public human capital survey in Taiwan, and finally propounds the policy suggestion and issues of the related study in the future for exercising public human capital well.
On the basis of the purposes as above, this study categorized the literature about human capital theory, and collected the documents of the Central Personnel Administration in Taiwan and U. S. federal government about the public human capital policy recently. In the other side, this study regarded the personnel staff of the Central Personnel Administration, Taipei City Government and Taipei Country Government as the target group for understanding the current situation of public human capital survey in Taiwan.
The conclusion of this study includes three findings. First, the government can accomplish its organizational mission and goal by public human capital management. Second, Based on the experiences of the public human capital reform in the U. S. federal government, its demand for public human capital reform are ordered by the President. The related authorities comprised the Office of Personnel Management (OPM), General Accounting Office (GAO) Office of Management and Budget (OMB) and Chief Human Capital Offices Council (CHCOC). Its characteristic of the public human capital reform in the U.S. federal government which includes the support from the President, the cooperation of authorities, the establishment of the related law and the flexibility of personnel system facilitates the implementation of public human capital. Third, The difficulties of the implementation of the public human capital survey in Taiwan which include the role of the Central Personnel Administration, the shortage of whole planning on the policy, the problem of the application of the “Federal Human Capital Survey” in the U.S. federal government, the content of the questionnaire, the limitation of personnel laws, the support of all the chief leader and public official in the agency or not, and the difficulty of keeping this survey are the obstruction of implement public human capital well in Taiwan. Eventually, this study propounds the suggestion for facilitating the implementation of the public human capital on the basis of the near-term, medium-term and long-term.
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