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人力派遣對貨運承攬業的可行性研究-以P公司為例 = Employee D...

國立高雄大學國際高階經營管理碩士在職專班(IEMBA)

人力派遣對貨運承攬業的可行性研究-以P公司為例 = Employee Dispatching Applicability for Freight Forwarding Industry – A Case of P Company

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	Employee Dispatching Applicability for Freight Forwarding Industry – A Case of P Company
作者:	黃敬堯,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2010[民99]
面頁冊數:	76面圖，表 : 30公分;
標題:	人力派遣
標題:	Employee Dispatching
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/21385049815949370648
摘要註:	在企業中必須隨著景氣的變動而作機動調整，以維持適當的人力，故對勞動彈性化的需求就會增加。企業為了應付高度的產業變化與競爭，除了在技術上創新，保持核心競爭力，更必須要審慎的在人力上保持彈性與精簡。Handy(2001)提出酢醬草組織(Shamrock Organization)的概念，其中提到未來企業將由三種主要成員組成就像酢醬草的三葉瓣一樣分別代表核心工作團隊、約聘人員及彈性勞工，他認為這是公司保持必要彈性的一種分式。勞動彈性化的發展應運而生，其中企業運用「數量彈性化」透過勞動力投入數量的調整，因應景氣的變動。包含了員工人數的調整（外部彈性化）及工作時間的調整（內部彈性化），從而造成非典型僱傭關係的興起。人力派遣制度有別於一般聘僱關係，對企業而言，使用派遣員工並非都帶來正面的幫助，更可能有其負面的影響如派遣員工之素質、工作態度、忠誠度等關於派遣員工的工作品質是否能夠受到保證，也是企業必須考量的因素。人力派遣在國外施行多年，國內外也有許多的學者針對不同行業運用人力派遣的研究，整理出人力派遣的優缺點，但這些優缺點未必對不同產業來說都是適用的。透過訪談個案公司部門主管了解人力派遣制度在個案公司運用的可能性。經由研究結果發現，目前個案公司在人力招募上，是比較沒有問題，研究人力派遣目前能為個案公司所帶來的優點，無法滿足目前個案公司真正所須要的人力，而且人力派遣所產生的風險與疑慮，無法真正的被解決。再加上人力派遣相關法規尚未完善，所以目前個案公司不適用人力派遣。 The enterprises need to adjust the manpower functionally with the business fluctuations to keep the appropriate labor force. The demand of labor flexibility will increase accordingly. In order to subsist under the high degree industry change and competition, the enterprises need to deliberately maintain the flexibility and streamline on the manpower expect for the technological innovation and core competencies preserve. Handy (2001) raised the concept of Shamrock Organization, the future enterprises will consist of three types of workforce as the shamrock leaf shape which represent three distinct parts individually, they are the core staff, the contractual fringe and the flexible work force. He considered that is the method for an enterprise to keep its necessary flexibility. The labor flexibility develops with this tide. Some enterprises apply the "Numerical flexibility" to adjust their labor input to meet with the business fluctuations, which includes the adjustment of the staff number (External Flexibility) and working hour (Internal Flexibility). That's how the atypical employment relationship was developed.Manpower dispatch system is different from the regular employment relationship. To the enterprises, not all the dispatch workers bring the positive assistance. Moreover, there might be some negative influences such as the dispatch workers' quality, working attitude and loyalty concern. Therefore, the enterprises must take all factors into consideration. Manpower dispatch had been implemented for many years in oversea. There are many scholars at home and abroad research the application of manpower dispatch in different industries to collect the advantages and disadvantages. However, these advantages and disadvantages are not necessarily applied for the dissimilar industries. Therefore, it is necessary to interview the department manager of the case company to realize the possibility for the application of manpower dispatch in the case company. The research shows that there is less issue of manpower recruitment for the case company, the advantages of manpower dispatch could not satisfy their really demand. Besides, the risks and concerns of the manpower dispatch could not be really solved and the relevant laws of the manpower dispatch are not maturity. Therefore, manpower dispatch is inappropriate for the case company currently.

人力派遣對貨運承攬業的可行性研究-以P公司為例 = Employee Dispatching Applicability for Freight Forwarding Industry – A Case of P Company
黃, 敬堯

人力派遣對貨運承攬業的可行性研究-以P公司為例 = Employee Dispatching Applicability for Freight Forwarding Industry – A Case of P Company / 黃敬堯撰 - [高雄市] : 撰者, 2010[民99]. - 76面 ; 圖，表 ; 30公分.
參考書目：面69-74.
人力派遣Employee Dispatching

人力派遣對貨運承攬業的可行性研究-以P公司為例 = Employee Dispatching Applicability for Freight Forwarding Industry – A Case of P Company
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