| Summary: | 碩士 === 淡江大學 === 管理科學研究所企業經營碩士在職專班 === 98 === Defense is an important power for a country to against foreign aggression, ensure the territorial integrity, and maintain social stability. With the scientific and technological progress, the international situation changes and cross-strait relations easing in recent years, coupled with low birth rate and other demographic structure and social values change, the implementation of all voluntarism is the trend of the times. The full implementation in 2015 has planed by MND, and the related measures has begun in earnest study and evaluation. While reducing the strength of scale can improve the overall quality and professional capacity to maintain national defense capability has not changed the basic conditions and achieve the objection of war preparations. However, the relevant system "selection, training, employment, remain" of human resource management in the military service system should reform and make relative adjustments to achieve this objective. This study is to give some recommendations to the reform of the system for future policy development in Taiwan through gathering and analyzing the information by domestic and foreign related research, and analyzing and integrating the views and opinions of experts and scholars.
Reminding the beginning of promoting voluntarism in U.S. since 1973, the plan of military scale reduction and personnel system still follow the rigid design during the Cold War. Not only cost-effectiveness can not be seen in a short time, the original objection of increasing high-quality personnel and eliminating inadequate staff was not reached. Instead, the general quality of military members has decreased, the special expertise has a huge loss which caused combat abilities declined and personnel costs increased. However, followed the continuous research and reform of personnel system in recent years, while Somalia, Kosovo, Afghanistan, Pakistan and the second Gulf War, U.S. continued showing its impressive scientific and technological achievements and outstanding defense force. The changes in related systems has become increasingly apparent effect.
The modern warfare is differ from the past , no matter the command, control, communications, computer, intelligence, surveillance, reconnaissance (C4ISR) and other high-tech weapons and equipment’s R &D, operation, repair and maintenance, and etc. must be proficient with the skills of experienced members. Therefore, this study suggests that the military want to get transition from conscription to enlist system, the first, when abandoning the past conscription policy-"young and strong" and "the NCO & soldiers who regarded as disposable resources", it’s going to facilitate the overall professionalism and enhance human resource management.
The second, training skilled members is not easy, for the effective use of human resources, the military has to retain experienced members in jobs without changing career during middle life, and the fundamental solution to improve the pension system of "threshold type awarding " defects. The existing system, whether officers, NCOs, mostly in service for 20 years and less than 50 years ago that got retirement pension (commonly known as life-long pension) conditions, this system does not encourage members of the military service for over 30 years, but no mechanism to encourage them to do so. The problem is caused by a huge loss of professional skilled human resources, and military has to spend huge sums of money to pay retirees pensions and invest resources to train new staff. This does not deserve cost-effectiveness. Therefore, the original set of 20-year threshold for pensioners should be extended to 30 years to comply with military interests.
Third, " The Armed Forces of Officers and NCOs Employment Act" related to the ranks stopped years need to be proportional extended follow the longer career planning and they will have sufficient time to obtain the necessary expertise and experience to reduce disorder from the rapid mobilization of duties and to provide adequate exposure and time of the military to enhance the professional knowledge and skills.
In addition, experienced troops will enhance the national defense capability. Because some professional skills not only training in the military, but have a long-term experience, for example, scientific and technological R &D and medical skills. The military should use appropriate horizontal employment measures into the open landscape to a higher salary level into the special professional personnel. When bringing their expertise into the military and counseling by non-expertise officers will help the military enhance overall professional ability. In order to remain special expertise members have willingness to long-term serve. MND should set an independent body which review the overall salary structure and all kinds of military treatment with the economic environment and labor market changes on a regular basis. It can also appropriately solve the problem that some positions are difficult to find a candidate and the expertise should receive a higher pay follow as the increasing chance of promotion. The improved pay and benefits and other economic incentives will fully enhance the competitiveness of labor markets, and effectively encourage those who have excellent skills of the members remain in the military.
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