政府公部門採用彈性化勞動力政策之人力派遣適切性探討-以某機關為例

A Study on suitability of public sector implementing flexible labor policy on employment of dispatchedworkers-A case of X public sector

饒　恕(Shu Jao)

指導教授 ： 王安平

朝陽科技大學/管理學院/保險金融管理系/碩士(2010年)

摘要

人力資源議題是所有組織運作最為關鍵的一部份，近年來公部門為因應日益繁雜的業務，與維持高水準的服務品質，亦仿傚企業運用彈性化勞動力，形成了彈性化勞動力政策，而其中「人力派遣」的方式更是經常被用以應付各種短期與特殊性專案。雖然有著經濟效益與便利性，但隨之而來的卻是派遣人力的權益以及該作法可能損及公共服務品質的潛在風險問題。因此本研究希望透過對當下「派遣人力」之勞工權利義務的釐清，進而比較派遣人力應用與傳統約聘人力的成本，探討彈性人力運用政策下，人力派遣作業方式之適切性，以保障派遣人員權益與公共服務品質。
本研究採用質化調查方式進行，以「相關理論及文獻回顧」與「個案資料分析」與「深度訪談」等三種手法，相關理論及文獻回顧主要收集政策發展的背景資料以及相關研究對彈性化勞動政策的看法，以及政策之關鍵。個案資料分析則主要用於反映目前政府機關對「派遣人力」的使用情形，以及該制度下派遣人員的感受與反應；本部份特別採用小型問卷調查，收集派遣人員對自己工作的認知。深度訪談部份則用以挖掘目前這些現象或問題的背後成因，透過公部門官員、派遣機構負責人與專家學者等本研究議題主要關係人的意見，彙整原因並推論問題的解決之道。
本研究分析結果發現如下：
一、目前對於派遣員工之權利義務尚缺乏明確定義，而且從業人員也對自身之權利義務瞭解不足，除應積極訂定勞動派遣相關法令之外，亦需對公部門相關業務人員與主管進行宣導，使其能妥善應用派遣人力。
二、人力使用成本的考量不能只流於數字面的計算，亦應考量潛在風險，擬放寬目前公部門之人事縮減政策，使各單位能有效用人。
三、現行派遣政策確因派遣機構之利益考量，存在著傷害派遣人員權益之風險，應改良公部門之商務契約，進行合理化工作合同的訂定來改善此問題。

關鍵字

人力資源 ； 公部門 ； 派遣人力 ； 彈性化人力應用政策

並列摘要

Human Resource Issue is the key to the organization function. Recently the public sector wants to cope with the more and more complex work and maintain the high quality service; they imitate enterprise to use the atypical employment to become the atypical employment policy, and dispatched worker service is usually used to adapt to kinds of short-term and particularity project. Although it has the economic benefits and conveniency but it comes the latent questions about the right of dispatched workers and it might damage the quality of public service. We know the duty of workers’ right to compare the cost of dispatched worker and traditional contractor and we want to investigate the suitability of dispatched worker service under the atypical employment policy into ensure the dispatched worker’s rights and the quality of public service.
Our research uses the qualitative investigation which it uses the literature and relative thorey review, the projects analysis and deeply interview. The research of documents is collecting the background of policy development and the viewpoint of related research to atypical employment policy and the key of the policy. The projects analysis is reflecting the government situation of using the dispatched workers and how does it feel about the dispatched workers. This part uses the miniature questionnaire survey and collects the workers’ understanding of their works. The deeply interview digs the causes behind the problems and through the Public sector officials, the representatively of dispatched organization, researchers and suggestions of the people related to this research to collect the causes then infer the solution.
Here is our analysis:
1.So far we lack of the definitions for the duty of dispatched workers’ rights and the workers don’t really understand their rights and duties, they should make the law actively and need to promote to the public sector workers and managers so that they can use the dispatched worker well.
2.The human resource cost should consider the latent risk and should loose the public human resource reducing policy then sections can efficiently staffing.
3.Nowadays the dispatched policy because of consideration for profits exist the risk of damaging workers’ rights. We should better our public sector and dispatched business contract and contract reasonably to improve the problems.

並列關鍵字

Human resource ； Dispatched workers ； Public sector ； flexible labor policy

參考文獻

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