從公司治理探討台積電之勞資爭議

面對2008-2009全球金融海嘯，經濟活動嚴重萎縮，企業陸續開始放無薪假與裁員，為了降低成本，台積電在2008年底透過績效管理與發展制度（PMD）淘汰績效不佳的5%員工，卻引發了勞資爭議。本文試圖探討裁員是否能達到台積電降低成本的目的？面對市場環境的劇烈變化，除了裁員，還有什麼方法可以降低成本？身為公司治理典範的台積電，該如何減緩裁員所造成的衝擊？

關鍵字

公司治理；勞資爭議

並列摘要

Facing the global financial crisis of 2008-2009 and the economic downturn, many companies began to practice unpaid leaves and layoffs one after another. In order to reduce costs, TSMC (Taiwan Semiconductor Manufacturing Company) dismissed 5% of its employees with the lowest performance evaluation scores under PMD (Performance Management and Development system) in the end of 2008. This action resulted in a labor-management controversy. This paper investigates whether TSMC has achieved its goal of cost reduction by layoffs. Other than layoffs, are there better alternatives which could help TSMC reduce costs to confront the dramatic change to business environment? How can TSMC, the model of corporate governance, reduce the impact of layoffs?

並列關鍵字

Corporate Governance ； Labor-management Controversy

參考文獻

George, J., G. McRae, S. Davis, L. Garcia, D. Kazlauskas and T. Lewis (2004), “Cutting Costs: Should Personnel be the First to Go? ” Employment Practice Solution, 2009(9/1), available at http://www.epspros.com/KNOWLEDGECENTER/CuttingCosts0204/tabid/348/Default.aspx

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