國防工業訓儲員額核配現採用指數函數的計算方式進行，係屬於由上而下的單向決 策行為模式，而忽略了下階層的決策行為與個別目標。本研究旨在構建國防工業訓儲員 額核配二階層規劃模式，期能解決各層級結構中因期望所衍生的取捨(Trade off)問題，以 取代過去的分配模式。首先探討國防工業訓儲之「中央主管機關」如何對政府單位與民 營機關等「用人單位」實施公平、合理的員額核配，使人力作最佳的配置，以發揮人才 效益之最適化。基此，考量中央主管機關與用人單位之上、下階層決策行為，建立二階 層(Bi-Level)人力資源分配模式，進行研究計畫的選取與員額的分配。其中央主管機關應 要求用人單位(下階層)的目標為追求各計畫之研發總效益為最大，而中央主管機關(上階 層)在公平與均衡發展的考量下，其目標為控制各機構(產業)所分配資源之差異為最小， 其限制式則為年度總員額的限制，藉以求取員額分配的最適化。

The military service, at present, is mandatory. The top down decision-making system is adopted. However, in the lower level their opinions are also important. This research develops a model that allows the communications between the higher level and the lower level to be possible. The lower level is a multiple objective-programming problem. The higher-level decision maker's decisions are made based qn the optimal decision made by the lower level. This bi-level program handles the hierarchical nature of the problem. This model can provide the decision makers important information for making decisions.