自2015年發布《高齡社會白皮書》後,政策環境有重大變化,相關福利政策的制定也促使高齡長輩的運動休閒需求增加。換言之,人才的需求也就跟著提高。2008年《人口政策白皮書》中強調以專業人才培育為主,到了2015年「高齡社會白皮書」則開始關注高齡人力的再應用。面對社會不斷高齡化的趨勢,本研究目的將針對高齡運動休閒人才政策進行探討,並擬定超高齡社會之政策方針。本研究方法利用檔案分析法及焦點團體訪談法,並以政策創新機制作為分析架構,針對政策現況分析以產出創新政策建議。研究結果發現,臺灣目前在高齡專業人才培訓方面以衛福部與教育部辦理的證照考試為主,但卻出現有人力資源浪費以及專業參差不齊的現象;高齡人力運用的部分,則以高齡人力資源中心與學習後貢獻服務為主。本研究建議專業人力培訓部分推展「核心專業認證」、強化「專長訓練之內涵」來避免人才培訓資源浪費與提升人才專業度;高齡人力運用的部分,建議將專業經驗傳承系統化,使在地耆老的經驗轉為文字化保存,並建構統一的人才資料庫以利人才媒合。
Since the release of the "White Paper on the Aging Society" in 2015, the policy trend has changed. The "White Paper on the Aging Society" indicated the authorities should focus on the development for the aged society. The purposes of this study are to discuss the sport and leisure professional development in the aged society, and to establish the guideline for super aged society policy. The study applied policy innovation as the research framework. The data was collected from documentary analysis and focus group interview. The results of the study indicated that the professional training focused on licensing examinations conducted by the Ministry of Health and Welfare and the Ministry of Education. The human resources management for the elderly were not only for volunteering arrangement but also fulfilling their economic demands and rebuilding the role of their professional career. At the same time, the government should create a platform in which the elderly can review opportunities and define the roles in new careers. The study suggested that professional training should be divided into core professional programs and expertise training. Further, the development of human resources management for the elderly should focus on systematizing, transforming and reconstructing the experiences of the elderly.