The paper aims to investigate the effects of ¡§Local Government Act¡¨on the ¡§centralized personnel system¡¨ of the government employee ethics unit. Before the promulgation and implementation of the Local Government Act, the laws of local self-government for the local government agencies to follow and observe were ¡§The Taiwan Local Self-Government Guidelines¡¨, ¡§The Self-Government Law for Provinces and Counties¡¨, and ¡§The Municipal Self-Government Law¡¨. In fact, the local self-government implemented by the county and municipal governments only existed in name because the so-called local self-government was still under the control of the Central Government. Before the government employee ethics unit was reorganized in 1992, the government employee ethics officers were put in the government departments of different levels as well as the state-run enterprises in Taiwan, and subordinated to the personnel units of these institutions. They were responsible for maintaining the safety and security of the institutions, investigating the loyalty of the staff members, and so on. After the implementation of Local Government Act, the chiefs of local government agencies elected by the people have been vested much more personnel authorities. They also expect a higher level of autonomy as the self-consciousness of the people is growing high. Along with this reorganization, the government employee ethics officers have turned into the staff members to assist the chiefs of local government agencies. Meanwhile, based on their statutory job duties, these staff members concurrently assume the great responsibilities for well-formed civil service ethics and anti-corruption practices for local government agencies.

Approved for public release, distribution is unlimited / In April 2003, the Bush Administration submitted the Defense Transformation for the 21st Century Act to 108th U.S. Congress for review and enactment. This act proposed broad changes for the Department of Defense to successfully meet new challenges and new threats for the 21st century. This paper will examine the proposals and requested authorities relating to modernizing civilian personnel structures found in the proposed National Security Personnel System. Specifically, this paper will examine the political process used to change Department of Defense policy by examining the legislative outcome of the National Security Personnel System. In November 2003, the legislative treatment of the Bush Administration's proposal was finalized by the passage of the National Defense Authorization Act for Fiscal Year 2004. / Lieutenant, United States Navy

本論文系以中共所謂「建國」以來，所事實統治之中國大陸為研究地區，其自課為一「社會主義國家」，並將國家工作人員統稱為幹部，涵蓋黨、政、軍、群、企、事等各部門，此等幹部管理迥異一般民主國家，不僅概念籠統，而且缺乏科學分類，自文革後其黨十一屆三中全會(一九七八年)決定推動改革開放政策以來，幹部體制為應需要而不斷調整，尤其自黨十三大(一九八七年)確立推行國家公務員制度，並將其行政部門人員分離出來，嗣後不斷研議相關法規，而黨十四大則決定加速推行此種制度，一九九三年八月因其國務院發布「國家公務員暫行條例」的總體性法規，業已確定其幹部邁向現代化的競爭實績、科學管理取向，稚在總結經驗，配合實際管理需要而作調整之外，意識形態，黨政關係仍然貫穿整個管理體制及運作之中；因此，本文為便於分析，幾經斟酌，乃以其黨十三大以來的國家行政機關工作人員(不含工勤人員)為分析對象(中共過去因概念含混，是以本文仍以幹部稱之)。 全文共分七章，二十二節，其實容要旨如次： 第一章「緒論」，說明研究動機與目的、研究範圍與方法，並就一般性了解，提出研究架構、假設與限制，同時對本研究重要概念予以界定與區分，以為本文探討之準據。 第二章「中共幹部制度之發展與改革」，說明中共體制現代化與理性，意識形態的關係，牌瞭解改革之特殊性，其次再析述其幹部建構理念與制度發展，以及改革背景與發展要求格局，然後再就改革運作原則，國家公務員制度之建立過程、取向加以敘述，以掌握改革動態。 第三章「人事管理體制宏觀分析」，就中共幹部管理體制而言，其宏觀層次的人事體制傳統與現行模式架構予以解析，次就其管理機構等設置及其原則，監察管理予以析述，然後再就人員的行為規範之權利義務，迴避、申訴控告等予以解析，牌期瞭解其體制總體運作。 第四章「人力引進與調節」，政府體系運作涉及人力配置、運用，中共隨改革發展、計畫體制走向市場經濟而變革，茲就其法規等歸納，得知其人力甄補的考試錄用、人員任免，以及人力流動的升降遷調與交流等制度設計，特再述明並分析其人力培訓發展之情勢。 第五章「人員少勵與維護」，激勵維護措施，在維護現有人力運作暨未來人力投入之誘因，經由考核獎懲汰劣獎優，確保工作品質與人力素質，而以工資福利維持其生活與地位，並激發工作意願（勞動積極性），而退離辭卸則促使人力有效代謝與雙向交流。 第六章「幹部體系轉化的檢視與調適」，經由前述各章分析，總結其幹部改革戰略與檢視發展走向，並先釐出其改革議題，再研析發展模式與中國特色，牌期瞭解國家公務員制度發展建構；然後再分析其改革論爭、具體問題，並說明其改革調適與影響。 第七章「結論」，就前述各章所發現問題及獲致之研究結論，參照本論文研究架構與假設，提出研究發現與發展評估，並說明其高制改革之發展前景。

Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка и приложений. 1. Теоретическая часть представляет: Новый вид технических знаний, способностей и в будущем специалистам по управлению персоналом потребуются способности, которые будут гибкими и готовыми справляться с постоянно ускоряющимися темпами и часто непредсказуемыми изменениями на рабочих местах по всему миру. В этой главе представлены, проанализированы и интерпретированы данные, полученные из вопросника для целей настоящего анализа; будет использоваться статистический метод представления. Это также предполагает использование среднего значения и процентиля для каждого заданного ответа. 2. Практическая часть: анкеты, распространяемые среди различных категорий персонала из разных департаментов и компаний пятьдесят девять хорошо завершили работу. Считалось, что это число является хорошим показателем достоверности и надежности исследования. 3. В настоящее время проводится исследование влияния цифровизации на различные организационные процессы. Цифровизация оказывает глубокое влияние на производительность сотрудников, что может привести к повышению производительности и повышению эффективности организации. / The final qualifying work consists of an introduction, three parts, a conclusion, a bibliographic list, and appendixes. 1.The theoretical part presents : New sort of technical knowledge, aptitudes and abilities would be required by HR practitioners in future who are flexible and willing to deal with the ever-accelerating pace and often unpredictable changes in the worldwide workplace: This chapter to presents, analyzes and interprets the data obtained from the questionnaire for the purpose of this analysis; statistical method of presentation will be used. It also involves the use of average and percentile for each response given. 2.Practical part: questionnaires distributed to the different categories of staff from different departments and companies, Fifthy nine are well completed The number was believed to be a good size for the validity and reliability of the study. 3.Digitalization is being investigated to impact miscellany of organizational process. Digitalization has a deep impact on the performance of employees that can cause to improve in the productivity and enhance the organizational performance.

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