熟齡員工如何符合組織人力資源發展需求？朝向組織發展、生涯規劃至人力資源再運用的整合觀點

How Mature Employees Fit the Needs of Organizational Development? Towards an Integrated View of Organizational Development and Career Planning

廖珮妏(Pei-Wen Liao) ； 許立群(Li-Chun Hsu) ； 曾介谷(Chieh-Ku Tseng) ； 余鑑(Chien Yu) ； 于俊傑(Chin-Cheh Yu)

《創新與管理》 9卷2期 (2012/05) Pp. 119-150

https://doi.org/10.30118/JIM.201205.0005

摘要

社會面臨高齡化與少子化情況下，已明顯造成企業對熟齡人力運用上的影響。目前熟齡者的研究，僅偏重於企業面的人力運用或員工面的生涯發展單一研究，這兩方面的相互影響因素及關連性無法進行有效性整合。因此，本研究經由半結構式的個案訪談，進一步整合出適合個案公司組織發展需求與熟齡員工生涯規劃模式。研究結果發現，個案公司透過熟齡員工專業與經驗的優勢、熟齡人力資源運用及職務安排重新設計等因素規劃熟齡人力資源再運用策略，能有效提升熟齡員工的再運用價值。

關鍵字

人力資源發展 ； 熟齡員工 ； 人力資源再運用

並列摘要

As an aging society with declining birth rate, the re-use of mature employees becomes an important issue for companies. At present, the study of mature employees considers separately either the human resources re-sue or career development of mature employees. We integrate the two one-sided views while conducting a case study of semi-structured interviews; we integrate the career planning with organizational development demand patterns for mature workers in the company. We find that the case company can make use of mature employees' advantage of professional skills and experience, and can deploy an effective re-use strategy through position re-arrangements and redesign in human resources management. These practices effectively enhance the value of mature employees.

並列關鍵字

human resource development ； mature employees ； re-use of human resources