Studies on Human Resources Management ofSubstitutive Security Policemen inthe Fourth Security Corps

• Main Authors: Ping-Chen Chen, 陳炳臣
• Other Authors: Chih-cheng Yang
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/48964519470981614740

碩士 === 逢甲大學 === 公共政策所 === 98 === Since the implementation of the national army, "Refining", the soldiers over-supply, the government troops to solve the problem of excess, and to maintain the fairness of service, alternative military service is planning the implementation of the system, hoping the use of human resources for social services, and effective public services and improve government quality. National Police Administration, is in line with the implementation of alternative systems, and to supplement the Security Police Corps police transferred to local police manpower shortage after the dilemma, to enter service with the Substitute Services draftees shall carry out to help the security police, security police mobile major tasks in the maintenance of public meetings and processions and other mass demonstrations in the order task, but only as a substitute for military service due to the task of supporting mobile security police work, not play into the effectiveness of manpower with draftees, only in respect of the security police of the Fourth Corps as the research scope into the use of alternative male from the selection, training, the service and life management profiles, and were from the military service and management of cadres at different levels, and examine the implementation of the current situation and problems, to make the right objective analysis, and then specific conclusions recommendations to the competent authority for the employer and the policy amended as reference. Thecomprehensive practical insights and summarize the analysis, conclusions and recommendations of the Fourth Corps hoping to be able to provide the Security Police draftee human resources management strategies, and the results of this study are as follows: I. Conclusions 1.the lack of core values 2.unequal distribution of military service selection system 3.good quality of human resources induced arrhythmias 4.supporting the implementation of a lack of effectiveness of service 5.of the mentality of cognitive bias draftees 6. role of fuzzy, lack of identity 7. Continued handling skills training 8.laws and regulations, lack of knowledge 9. limit too much incentive for inefficiency 10.strengthen the evaluation system rewards the superior and eliminating the inferior II.Suggestions 1.strengthen the core values and guiding concepts are deviations 2.the reasonable distribution system, seek equitable quality 3.Lok real skills training to enhance the professional intelligence 4.to build body and technology facilities, exercise fitness 5.relaxing the incentive constraints, encourage morale 6.enhancing the education law, to protect their own interests 7.the powers and responsibilities entrusted to military service, give play to the overall effectiveness of