我國政府部門勞動派遣人力運用及管理之研究 －以行政院原住民族委員會為個案

A Study on Manpower Application and Management of Dispatched Employment in the Taiwanese Public Sector: A Case of the Council of Indigenous Peoples

陳淑雯(Shu-Wen Chen)

指導教授 ： 劉坤億

國立臺北大學/公共事務學院/公共行政暨政策學系/碩士(2012年)

摘要

我國政府機關使用派遣勞工的情形，可自行政院人事行政局2010年1月31日的「行政院所屬各主管機關運用派遣勞工人數統計表」資料中窺知，行政院所屬的41個機關中(含事業機構及學校)，現行運用的勞動派遣總人數約有15,514人。

本研究主要著眼於突顯我國政府部門勞動派遣運用之情形，繼而深入探討管理層面，經過觀察派遣勞工佔預算員額比例部份，及考慮該單位之業務範圍後，以在統計表中，派遣勞工佔預算員額比例唯一超過50%的行政院原住民族委員會為本研究之探討個案。本研究採取文獻檢閱與深度訪談法相互檢驗，進而獲知個案機關進用派遣勞工之動機、派遣勞工的運用情形與管理實務，並輔以法制面之討論。

研究發現中，於中央政府機關中分為兩個部分：
一、 政府政策：組織改造中人力運用措施，正式人力精簡的趨勢下，業務量似未見減少；而各類型契約性人力的使用員額限制造成各機關的人力運用漸失彈性；在契約性人力運用的方案上，存有課責性的問題。
二、 勞動派遣的法制化：政府現行使用勞動派遣時，所適用之相關法律與規則，對於派遣勞工的保障較一般私部門為佳；派遣法規確有訂定的必要性與需求性，政府應加速立(修)法的腳步；其他國家的立法情形與勞動派遣所運作的現況，可以做為擬訂法律的參考對象。

於個案機關中，以其會內機關特性與人力等不同的面向，進行探究：
一、 機關特性：原民會機關定位的設立宗旨與實際運作情形相對照，其機關業務內容，除協調統籌的機關任務外，執行面向者亦為大宗。
二、 會內勞動派遣之應用：原民會運用勞動派遣的原因，在於會內正式人力的員額於執行業務時的負荷量過重；現原民會透過轉換人力進用的方式，努力達到如減少派遣人員使用數量、保障會內派遣人員權益、確實與派遣單位間的聯繫等規定。

關鍵字

行政院原住民族委員會、勞動派遣、契約性人力運用

並列摘要

We can find out the status of government agencies using dispatched employments from the “Number of Dispatched Workers Practice for Competent Authorities Under Executive Yuan Statistics Table”, which released by the Central Personnel Administration, Executive Yuan on January 31st, 2010. It showed that among the 41 departments (including utilities and schools) under the Executive Yuan, the total number of practice in dispatched employments was about 15,514 people.

This study focuses on the highlight the status of government agencies using dispatched employments, then the depth of management levels, has been observed to send part of the employment accounts for the proportion of budget posts and consider the scope of business of the unit. After that, uses the only posts the proportion of more than 50% of the Council of Indigenous Peoples-based study of cases. In this study, through literature review and depth interviews to test each other, and then informed of the case authorities into use to send the motivation of dispatched employments, the practices of application and management, supplemented by the surface of the discussion of the legal system.

In the research discovery, divided the central government agencies into two parts to discuss:
1. The government policy:
Under the regular manpower downsizing trend, the volume of business like no reduction in the organizational reform. The use the posts of the various types of contractual of human constraints, resulting in gradual loss of elasticity of the manpower use. And there are issues of accountability in the contractual manpower utilization program.
2. The dispatched employment of the legal system:
In the government's current use of dispatched employment, the protection of applicable law and rules for the dispatched employments is better than the average private sectors. Setting the dispatched regulations is necessity and demand, and the government should speed up the process of legislation or amendment.. The status of legislation and the use of dispatched employments in other countries can be regarded as the object of the development of legal reference.

The research focuses on different aspects such as features and manpower of the government agency:
1. Agency features:
Comparing the Council of Indigenous Peoples' eastablishing purpose and operation, we found that overall planning and coordination work is part of its mission, executive work also takes a large part as well.
2. Applications of dispatched employment in the Council:
The reason why the Council uses dispatched employments is because its heavy loading resulted from insufficient manpower. The Council now switches the arrangement of its manpower, to fullfill regulations of reducing the amounts of dispatched employments, protecting dispatched employments rights, ensuring the link between the Council and dispatched agency...etc.

並列關鍵字

the Council of Indigenous Peoples, dispatched employment, contractual of manpower use

參考文獻

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