A study of direct employment of labor human resources for the public sector

• Main Authors: LEE, CHIA-HSUAN, 李嘉軒
• Other Authors: 劉梅君
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/q32y68

碩士 === 國立政治大學 === 行政管理碩士學程 === 107 === In the 1980s, neoliberalism rose suddenly in European and American societies and the craze for economic globalization had a profound impact. The political and economic climate in Taiwan also underwent big changes. The public sector imitated the private sector's management system. In order to curb the budgetary expansion of the government, our nation, by way of legislation, directly set the upper limit of personnel quota in public sectors. As a result, when those technicians and janitors-in-post will leave or retire, they will not be replaced, leading to the shortage of human resources. Public sectors then turn to outsourcing to shift its non-core business' manpower to external organizations via contractual agreement. Simultaneously, a large number of dispatched manpower has been introduced, directly overseen, managed and used by the authorities, leading to "non-standard employment" inundating the public sector. The improper use of human resources by the public sector and the inferior working conditions which have caused damage to labor rights and interests have resulted in severe criticism from labor unions. Generally speaking, it is believed that the main purpose of outsourcing operations, such as contracting or dispatching, is to help reduce personnel expenditure. However, through the analysis of transaction costs, it has been found that there is a myth about the number of actual payments in the outsourcing organizations. If the direct costs of actual payments are added to the manpower and materials invested in the outsourcing process, it may not actually be a frugal budget expenditure, not to mention the administration fees and the profits the human resource agencies could gain at the expense of the rights and benefits of the most vulnerable labor who are the biggest victims of the subcontracting system. Therefore, the public sector needs to reflect on the current outsourcing policy and determine whether the long-term employment method should be used with regard to the long-term labor needs instead of adopting methods such as contracting or dispatching that are suitable for short-term manpower needs but obviously at odds with the budgetary policy. It is necessary to explore why the janitor system is being abused, why the budgetary quota is exaggerated, and that the manpower is not under command, is not dispatched or even managed effectively. There is a relatively large degree of association between the policy, the use of specific personnel and passive management. Therefore, after the conversion of flexible manpower use to long-term employment, it is necessary to introduce a Moral Hazard Theory into the design of a long-term manpower system with a clearly prescription of the withdrawal mechanism, in order to avoid the unintended consequence of job vacancy being "held" by people with powerful background. In order to effectively manage the recommended introduction of staff system. The direct employment of the required human resources by government can not only avoid unjust practices of dispatch or contract work but also provide workers with the protection of their rights and interests, and the government can also perfectly justify their direct command, supervision and management of such long-term human resources.