- 期刊
銀色風暴下的人力開發模式－借鏡德國高齡勞動促進經驗
Manpower Development Model under the Silver Storm
摘要
台灣社會甫步入嬰兒潮世代陸續跨越65歲門檻的階段，根據國家發展委員會之推估，我國工作年齡人口（15至64歲者）於2015年達到最高峰，之後逐年遞減。老年人口（65歲以上者）在2016年開始超過幼年人口（14歲以下者），儘管短期內總人口仍是正成長，但結構上已明顯轉呈「高齡化」。面對銀色風暴來襲，以往不論是學者研究或是媒體報導，大多偏重在年金改革與健康照護問題，較少關注高齡人力之運用。從主計總處之中老年狀況調查可知，一般人在退休後，生活多以料理家務及照顧家屬為主，較少擔任顧問扮演指導後進的角色，甚至創業為自己圓夢。儘管《勞動基準法》於2008年一舉將強制退休年齡，由60歲延至65歲，不過受僱員工動向調查也顯示，有近五成的廠商寧可缺工，也不願進用45歲以上者。原因是「體力及反應較差」、「不易溝通管理」、「學習事務較慢」等，顯見企業對高年級求職者仍有「年齡迷思」，且未意識到社會在「高齡少子化」的壓力下，未來恐有勞動力供給不足之問題。相較於我國，2007年已進入超高齡社會，且人口呈負成長趨勢的德國，近十年來透過年金改革與高齡就業促進措施，使得55歲至65歲者之就業率增加20%以上。由於我國勞工保險老年給付規定，自2018年起將逐步提高年金請領門檻，由現行的60歲延至65歲，如此「高齡勞動」勢必成為勞資政均應重新審視之問題，故借鏡德國推動高齡勞動之作法，以為國人運用銀髮人力資源的參考。
並列摘要
The society in Taiwan has just stepped into the stage for the people of baby-boomers generation already are more than 65-year-old. According to the estimation made by the National Development Council, the population of working class (15 to 64 years old) has reached the peak in 2015, and then declined gradually year after year. The amount of elder population (who are more than 65 years old) began to outnumber the childhood population (who are under 14 years old) in 2016, although the overall population is still growing in the short term, however the structure has clearly shifted to "population aging". Although in 2008 the Labor Standards Act compulsorily regulated the age for retirement for labors from 60 years old to 65 years old, but also a survey for the employees' tendency showed that nearly 50% of the employers would rather lack of enough workers, but do not want to hire the labors who are older than 45 years old, the reason why for this situation is because the labors older than 45 years old are "poor physical strength and response", "not easy to be communicated with and managed" as well as "slow learning". It shows there is an "age-related myth" for the employers to the senior job-seekers. Meanwhile the employers do not have the awareness for when it becomes an "aging and sub-replacement fertility society", there will be a problem of insufficient supply of labors in the future. Compare with the situation in Taiwan, in 2007 Germany has already become a super-aged society, and the population had a negative growth trend, over the past decade through the pension reform and senior employment promotion measures, the employment rate for the 55 to 65 years old people increased for more than 20%. Due to the payment provisions of labor insurance for the old-aged labors, in Taiwan since 2018 the threshold of age for applying pension payment will be gradually raised from 60 years old to 65 years old, so that definitely the "old aged labors" will become a problem and should be re-examined by labors, employers and the government. Therefore we should take the example by the experience and practices for promoting the old aged labors in Germany to be a reference in Taiwan for exerting the human resources of silver-haired persons.