| Summary: | 碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 96 === To comply with knowledge economy and global competitions, our government has been proactively engaged in promoting strategic human resource management, where utilization of volunteers is an important policy. Especially in nowadays, where medical services are easily accessible, most teachers and civil servants are still very healthy after they retire. Considered as “young elders”, these retirees actually know the ecology and process of public affairs better than anyone else. Their work experience and mature life experience are precious resources for the government. However, the volunteer service program with retired teachers and civil servants serving as volunteers has been implemented for more than 10 years. How is the effectiveness of its implementation? Whether there is any lost connection between policy and execution should be explored.
This study aimed to explore the implementation of this program through an evaluation in five perspectives, including (1) structure of the execution organizations, (2) ability to execute policies and regulations, (3) intention of the executers, (4) target groups, and (5) policy resources. According to the research framework, 1~2 people were selected from each of the three sample groups, including policy planning and promotion institutions, policy execution institutions, and policy stakeholders. In-depth interviews were conducted with these people to understand the intention of the current public departments to utilize retired teachers and civil servants as volunteers. The findings include:
1.The structure of the execution organizations: Three kinds of differences were presented, including natural difference, functional difference between central and local organizations, and difference in division of decision-making.
2.Ability to execute policies and regulations: In the policy information delivery system, whether communication was sufficient would affect the effectiveness of policy implementation. Besides, authority of executors and information were also critical to policy enforcement.
3.Intention of the executors: The executors did not show a strong intention to implement the policy mainly due to heavy workload and frequent frustration. Planning of volunteers and cultivation of professional managers were also not emphasized. Therefore, the implementation effectiveness would certainly be affected.
4.Target groups: The volunteer service policy was not properly adjusted in the resource distribution to execution organizations under the expansion of target groups. Therefore, resources would be seriously insufficient, affecting the implementation effectiveness.
5.Policy resources: Director’s support for and emphasis on this policy played an important role in the enforcement of this policy. Besides, monetary incentive was not of great importance, but financial support was essential for the functioning of the volunteer service system. The human resource matching system established by the government had not been prevalently used in execution organizations.
Based on the above findings, five suggestions were proposed:
1.Reinforce policy promotion and deepen the concept of volunteer service.
2.Increase cooperation with non-profit organizations.
3.Recover the basic value of human dignity.
4.Increase the opportunities for retired and full-time servants to participate in policy.
5.Volunteer service items should be designed according to the specialties and interests of the retired teachers and civil servants.
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