| dc.contributor | 行政院國家科學委員會 | en_US |
| dc.contributor | 國立政治大學勞工研究所 | en_US |
| dc.creator (作者) | 成之約 | zh_TW |
| dc.date (日期) | 2007 | en_US |
| dc.date.accessioned | 20-Mar-2012 10:48:20 (UTC+8) | - |
| dc.date.available | 20-Mar-2012 10:48:20 (UTC+8) | - |
| dc.date.issued (上傳時間) | 20-Mar-2012 10:48:20 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/52470 | - |
| dc.description.abstract (摘要) | 如同許多國家一般，台灣已經進入一「高齡化、少子化」的時代。在此情形下，政府與企業都將會面臨新生人力資源供給來源減少的困境與壓力。一般而言，企業可以藉由跨國性投資、要求政府開放移民人力引進或自動化生產等方式來因應人力資源短缺的問題。然而，不論是哪種因應方式，基於「少子化」幾乎已經成為許多國家共同的問題，再基於移民人力不可能會無限制開放引進的前提下，政府與企業似乎應該審慎思考將「中高齡人力資源的開發與運用」列為企業人力資源政策考量的重點。無疑地，影響中高齡人力資源運用的因素有許多，在不考量中高齡個人因素的情形下，企業的意願與態度都是影響中高齡人力運用的重要因素。因此，對於企業需求面的掌握確實為本研究所考量的重點。此外，關係中高齡人力資源的另一項因素在於政府政策是否對於中高齡人力資源給予應有的重視。因此，時值政策規劃階段，參考其他國家經驗都其重要性與必要性，而此也正是本研究的重點之一。綜合而論，本研究企圖達成以下的目的：一、瞭解企業對於中高齡人力運用或再運用的看法和意見，並探討企業是否對於中高齡人力的運用存在著「年齡歧視」問題，以及政策法製麵是否對於中高齡人力的運用存在著障礙？二、探討各主要國家在政策與法製麵如何提供企業運用或再運用中高齡人力的環境？三、提出政策方案規劃與建議，以促進企業運用或再運用中高齡人力的意願。 | en_US |
| dc.description.abstract (摘要) | Like many other countries, Taiwan has marched into an era of “more old-age people and less kids”. Under this circumstance, both the government and enterprises have undoubtedly faced the problem and pressure of labor shortage. Of course, enterprises can solve the problem of labor shortage by means of either overseas investment, importing foreign contract-based workers, or automation of production. However, because “low fertility rate” has become a common problem to many countries, and also because foreign contract-based workers can not be imported without any quantity limitation, both the government and enterprises should seriously take into account of the employment of old-age workforce. There is no doubt that many factors are influential to the employment of old-age workforce. Among them, the attitude and willingness of enterprises toward the employment of old-age workforce are truly critical. Therefore, one of the objectives of this research is intended to explore the attitude and willingness of enterprises toward old-age workforce. In addition, the other critical factor influential to the employment of old-age workforce is whether the government has put into effect of any policy program conducive to the employment of old-age workforce. Accordingly, at the stage of formulating policy conducive to the employment of old-age workforce, the other objective of this research is to collect and analyze policy programs undertaken by other countries. To sum up, objectives of this research include: 1. Exploring the attitude and willingness of enterprises toward the employment of old-age workforce, and also exploring are there any government policy or legislative obstacles to the employment of old-age workforce? 2. Exploring how other countries create a friendly policy environment conducive to the employment of old-age workforce? 3. Based on the above findings, proposing or suggesting policy program encouraging enterprises to employ old-age workforce | en_US |
| dc.language.iso | en_US | - |
| dc.relation (關聯) | 基礎研究 | en_US |
| dc.relation (關聯) | 學術補助 | en_US |
| dc.relation (關聯) | 研究期間:9608~ 9707 | en_US |
| dc.relation (關聯) | 研究經費:432仟元 | en_US |
| dc.source.uri (資料來源) | http://grbsearch.stpi.narl.org.tw/GRB/result.jsp?id=1186037&plan_no=NSC96-2414-H004-024&plan_year=96&projkey=PF9607-0607&target=plan&highStr=*&check=0&pnchDesc=%E4%B8%AD%E9%AB%98%E9%BD%A1%E4%BA%BA%E5%8A%9B%E9%81%8B%E7%94%A8%E4%B9%8B%E5%BD%B1%E9%9F%BF%E5%9B%A0%E7%B4%A0%E5%88%86%E6%9E%90---%E4%BC%81%E6%A5%AD%E9%9C%80%E6%B1%82%E8%88%87%E6%94%BF%E7%AD%96%E6%B3%95%E5%88%B6%E9%9D%A2%E7%9A%84%E6%8E%A2%E8%A8%8E | en_US |
| dc.subject (關鍵詞) | 高齡化社會; 中高齡人力; 提早退休; 人力資源政策 | en_US |
| dc.subject (關鍵詞) | Aging Society; Old-age Workforce; Early Retirement; Human Resource Policy | en_US |
| dc.title (題名) | 中高齡人力運用之影響因素分析：企業需求與政策法制面的探討 | zh_TW |
| dc.title.alternative (其他題名) | An Analysis on Factors Influential to the Employment of Old-Age Workforce---Study of Enterprise Demand and Government Policy and Legislation | en_US |
| dc.type (資料類型) | report | en |
