关厂歇业后员工再就业问题之探讨—以M电子公司为例.pdfVIP

人力資源管理學報 2002 春季號 第二卷 第一期 PP 075-097 關廠歇業後員工再就業問題之探討─以 M電子公司為例 A Study on Re-employment Issues of Resigned Employees after Factory Closing: The Case of Semiconductor Company M 蘇光培* 黃良志** Felix Su, Liang-Chih Huang 91 年 4 月 8 日收稿，91 年 4 月 26 日修改，91 年 4 月 28 日接受刊登 摘 要 本研究係於 M 個案公司關廠歇業後一年，問卷普查追蹤個案公司離職員工再就業之現況， 並對有工作之受訪者做滿意度調查；對失業者做主要失業因素探討；探討受訪者對勞動力轉移 與第二專長訓練之看法；並由離職員工對個案公司關廠歇業前就業促進輔導措施，做回溯性檢 測，試圖建構較佳之關廠歇業勞動力轉移之運作。研究結果發現，個案公司關廠歇業後一年的 勞動力，尚有 40%以上的員工處於失業狀態；年齡歧視是中高齡勞動力轉移的致命傷；部份相 關法令(勞基法與勞保條例)不合時宜，亦不利於中高齡勞工再就業；對於勞動力轉移第二專長訓 練，除外語與電腦需求大家有共識外，間接員工認為企業管理第二專長訓練較有幫助，而直接 員工卻需要軟性的服務業訓練；受訪員工認為勞動力轉移的第二專長，該由企業與政府合辦， 但企業界的人力資源主管認為非企業內輪調所需之第二專長，該由政府負責。最後，本研究對 如何做好關廠歇業的勞動力轉移，對不同對象提出了建議，以供參考。 關鍵字： 關廠歇業、人力資源、直接員工、間接員工、失業、就業促進 ABSTRACT The samples selected in the study were the resigned employees after company M closed for one year. By questionnaire collection, this study aimed at understanding their present status, investigating job satisfaction among those who found jobs again, exploring the factors of those who were still out of employment, knowing their views of labor transference, and testing the awareness of public resources of job placement assistance provided by government. The study also discussed about the employee competence training for matching the need of job change and interviewed the heads of Human Resources Department to exchange the empirical viewpoints from the industrial companies. This case study found that the non-employment rate was high above 40﹪. The age discrimination was the main obstacle of recruitment for senior workers. Part of the related regulations and laws were out of date, leav