| Summary: | 碩士 === 國立臺灣大學 === 政治學研究所 === 105 === A reasonable employee manpower mobility system is very important for personnel administration. The function of employee manpower mobility system is not only to enable employees to work according to their experience but also to increase administrative knowledge by adjusting their positions; this is called horizontal manpower mobility. And the function of employee manpower flow system is also to promote the positions of outstanding employees as encouragement for their excellent performances; this is called vertical manpower mobility.
Environmental Protection Administration (EPA) is the nation''s highest decision-making authority in the area of environmental protection. The policies of the EPA are very closely related to national resources sustainability and quality of people''s life. The main purposes of this study are as follows. First, the study assessed the whole manpower status of EPA by reviewing organization and business of the EPA and comparing its manpower structure, quality, quantity and the changing tendencies with the national status from 2005 to 2015. Second, the study explored real situations and impact on EPA employees caused by vertical and horizontal manpower flow during the EPA observation period. Finally, based on the abovementioned analysis, this study put forward further proposals as future improving measures to the EPA.
The study utilized two research methods： the literature review method and in-depth interview method. In the literature review method, the study collected, analyzed and summarized the relevant data and information from both domestic and foreign books, research reports, journal papers, and official published materials. In addition, the study downloaded the basic characteristic data from the EPA personnel management system, involving age, gender, seniority, qualifications and so on, to analyze the manpower qualities and mobility of the EPA. The results of the aforementioned analysis were utilized to develop more specific and feasible measures. As to in-depth interviews method, the study selected ten staff members from different departments of the EPA and three personnel staff members from other central government agencies as interviewees to interview in depth.
This study found that the aging phenomena would lead to a crisis of talent drain in the EPA. And there were manpower problems involving gender inequality within the organization, selfish in-department promotion and mobility difficulties and other problems. Finally, the study suggested the detailed and helpful strategies to improve manpower utilization and mobility in the conclusions and recommendations section.
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