A Study on External Personnel Selection System of Administrative Agencies

• Main Authors: Fan, Yun Wei, 范勻蔚
• Other Authors: Chen, Don Yun
• Format: Others
• Language: zh-TW
• Published: 2016
• Online Access: http://ndltd.ncl.edu.tw/handle/94035347970677474202

碩士 === 國立政治大學 === 行政管理碩士學程 === 104 === From the perspective of administrative agencies, external personnel selection system (including recruitment and selection) is a process of soliciting staff from political labor pool. A high-quality external personnel selection system is pivotal for an organization to identify talented employee. The purpose of this study was to explore the functions of external personnel selection system and the application of selection methods in this system; recommendations will be made to improve this mechanism. This study designs a series of in-depth interview questions (semi-opened questions) of qualitative research and consults twelve persons in three categories: public administration researchers, personnel managers of administrative agencies and staff of administrative agencies. The study indicates that a successful external personnel selection system should achieve the exact match of person and job. In reality however, administrative agencies often arrange an applicant on the basis of “relationship” or “competency” which turns the external personnel selection system into a mere formality. Some clues can be found when administrative agencies arranged an applicant in external personnel selection: (1) the qualifications would be specific in position announcement (2) the post date would be shorter (3) fewer selection methods would be used. With this approach administrative agencies may have the opportunity to arrange someone (competency-based) in a good fit for the position while the agencies would also lose the contact of other applicants with good potential at the same time. Should administrative agencies want to hire a perfect fit for the position, the agencies could invite competency-position fit applicants to join the selection and practice the external personnel selection procedure in a fair and just manner. As the research shown that administrative agencies often used biographical information and unstructured interviews in external personnel selection, it is recommended that the agencies should design semi-structured interviews questions based on competency, use reference check, written exam and work sample test so as to identify the best applicant for the position. It is also found that the external personnel selection system was considered a minor recruitment method by some agencies and most Promotion Review Boards didn’t even conduct selection activities. With all results being analyzed, suggestions and limitations for further research are brought up in the conclusion.