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E10245
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020
企業運用勞動派遣人力模式及其效益探討
The Practices of Agency Workers Employment in Client Organization and Its Effects
1.黃同圳
1.Tung-chun Huang
1.健行學校財團法人健行科技大學企業管理系暨經營管理研究所
1.Department of Business Administration and Institute of Business & Management,Ching Yun University
001,002,003,004
1.健行學校財團法人健行科技大學企業管理系暨經營管理研究所
1.Department of Business Administration and Institute of Business & Management,Ching Yun University
002
1.科技部
1.Ministry of Science and Technology
A.14 計畫執行期間(起):2013-08-01
A.14 計畫執行期間(訖):2015-07-31
2014-11-012014-12-31
A.16 收到日期:2015-09-25
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台灣上市上櫃公司

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C.2 聯絡日期:2015-10-01
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1.健行學校財團法人健行科技大學企業管理系暨經營管理研究所
1.Department of Business Administration and Institute of Business & Management,Ching Yun University
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C.7 資料公開日期:2015-08-01
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1.勞動派遣
2.要派企業
3.人力資源管理
4.工作態度
1.labor dispatch
2.client firm
3.human resource management
4.work attitude
本研究計畫之主要目的在於了解國內企業使用勞動派遣的情形,及了解各要派企業使用派遣人力之目的,其管理派遣人員之能力與完善度,並探討對於派遣人力之 運用成效評價。本研究共針對台灣上市、櫃公司發放500份問卷,回收164份問卷,回收率32.8%。研究結果顯示台灣地區企業還是以「彈性」、「成本」 為勞動派遣人力運用之主要原因,「篩選」人才的目的則佔較少數。
受訪企業使用勞動派遣經驗年數平均約為6年,勞動派遣人力佔全體員工人數比例平均為6.19%,高於「派遣勞工保護法草案」不得超過其雇用總人數百分 之三的規定。因此,若此法律通過,將有許多企業必須因應調整。104年受訪企業平均每家會增加3.73人之勞動派遣員工。要派企業評估派遣勞工之工作能 力、態度與工作成效僅達到「有點不滿意(3分)」之水準,也就是說要派企業對派遣勞工之工作表現評價差,所以要派企業是否值得再使用派遣工,應多加考量。
本研究亦發現要派企業之若干人力資源管理措施不同,其派遣勞工之工作績效有差異,建議企業若要提升派遣勞工之工作績效,宜投入派遣勞工之甄選面談及導 入讓優秀派遣勞工可以轉為正職員工之制度。

The main objective of this study is to investigate the situations of agency work employment in Taiwan, and explore the reasons that client firm use agency workers. In addition, to understand how client firms manage their agency workers and its effectiveness. This study aimed at Taiwan listed companies to distribute 500 questionnaires, get 164 valid questionnaires, with 32.8% retrieved rate. The results show that enterprises in Taiwan, \"flexible\" and \"cost\" as the main reasons for use of labor dispatch, while \"screening\" purposes accounted for a smaller proportion. The experience of use dispatched workers average 6 years, the labor dispatch manpower proportion of all employees accounted for an average of 6.19%, higher than the \"Draft Law on the Dispatch Labor Protection \" regulation that shall not exceed three percent of the total number of its employment provisions. Therefore, if this law is passed, there will be many companies must respond adjusted. The Respondents estimate that average annual increase of 3.73 dispatch employees every firm in year 2015. According to the respondents’ evaluation, the work attitude of agency workers is only about \"somewhat dissatisfied (3 points)\" level, so it is not worthwhile to use dispatch workers. The study also found different human resource management practices of client firm, result in different job performance of agency workers. Therefore, it is suggests that client firm should pay attention to the selection interview of agency worker and established the system that let performs well workers can transfer to full time job.

D.16 完成檢誤日期:2015-10-06
D.17 預定釋出日期:2016-05-03
D.18 初次釋出日期:2016-05-03
D.19_1 最新版釋出日期:2016-05-03
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10.6141/TW-SRDA-E10245-1
http://efenci.srda.sinica.edu.tw/webview/index.jsp?object=http://efenci.srda.sinica.edu.tw:80/obj/fStudy/E10245
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