| Summary: | 碩士 === 國防管理學院 === 資源管理研究所 === 92 === Abstract
It has been a major issue that failing to overview the fitness in different job classifications of female officers and lacking of sufficient information used for their manpower planning after augmentation on female manpower in 1991. On account of limited recruitment on military students and professional female officers and excessive stay-service, promotion channels have been jammed on some ranks but shorted on the other ranks. Accordingly, owing to planning inadequately on the numbers of promotion and recruitment, female officers manpower structure has presented unstable status caused by the crowed problems on personnel promotion channels.
This thesis aims to establish manpower planning models in different job classifications of female officers which include manpower allotting indices for female officers in different job classifications, manpower ratios for female officers in different job classifications from them in armed forces, sanctioned establishment models on different ranks in different job classifications of female manpower, and steady recruitment models in different job classifications of female officers. Accordingly, the numbers of recruitment on initial rank for female officers under steady status and promotion probability for each rank could be calculated exactly. Ultimately, to provide decisions of manpower planning on female officers for personnel administrative units of armed forces by the models is anticipated.
Keywords：Manpower Planning、 Human Resource Management、
Female Officers
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