| 摘要: | 2007年6月立法院三讀修正「身心障礙權益保護法」，將私立義務機關定額進用門檻由100人調降至67人。為滿足定額進用規定，相信日後將有更多民營企業雇用身心障礙者。為協助企業於進用身心障礙者時，能有更多人力資源管理實務作法可供參考，因此本研究之研究目的在於：一、瞭解民營製造業雇用身心障礙者之人力資源管理模式現況。二、影響企業進用身心障礙者的因素。三、政府相關法令誘因措施是否會影響企業雇用身心障礙者意願。四、了解企業雇用身心障礙者之效益。 本研究以民營製造業為抽樣對象進行問卷調查，調查結果從人力資源管理模式方面來看，招募管道以「親友介紹」及「身心障礙者自我推薦」為主，其次為「人力網站」。職務配置則以「生產職」最多，其次為「研發職」，其中部分企業以「按摩職」雇用，以提供同仁紓壓管道與福利。企業內工作環境中的無障礙空間仍以基本配備為主，較少主動提供或改建身心障礙員工實際需求的設備。績效考核以「特性類型」指標為主，如工作能力、態度、合作精神等。在職訓練則以「專業技術類」課程最多。 至於影響企業進用身心障礙者的因素，未進用或未足額進用原因以「找不到符合資格者」為主。雇用後困擾則以「必須考量員工身體特殊狀況」為主。在政府法令規範及誘因措施是否影響企業雇用意願方面，企業會因必須滿足定額進用規定避免罰則繳納而特別進用身心障礙者，但不會因為補助而特別超額進用。既有的獎勵措施對中小企業雇用意願較有影響，但公開表揚則效果有限。至於企業雇用身心障礙者之效益方面，極大多數企業對身心障礙員工整體表現持肯定正面看法，可見身心障礙員工亦是優質勞動人力之一。在工作穩定度方面則以任職三年以上者為最多，可見身心障礙者已成為企業穩定的勞動人力。 本研究建議政府單位可再加強主動提供職務再設計的實務範例宣導與落實，提供企業界參考以促進企業界跟進採納，如此才能發揮職務再設計的原意與創造實質效益，以協助身心障礙者符合企業職務需求資格。其次，應加強無障礙空間補助規定的實務範例之宣導，並提升就業服務機構的媒介效益，加強落實定額進用並檢討獎勵誘因之設計。此外，將有意願且具職業能力之身心障礙勞動人口建置在全國人力資料庫內，提供企業界透過設定篩選條件等方式，使較處於弱勢的身心障礙勞工有更透明公開的管道可以被企業主動搜尋，亦可同時解決企業找不到資格符合者的困擾。 本研究建議企業界，除了透過在職訓練，若能從源頭重新設計職務內容，或許能降低此需求與供給的落差，而因此找到適合的身心障礙者至企業服務。其次，可多加利用「員工或親友推薦」招募管道進行招募，並應加強無障礙空間補助相關法令的了解與落實。此外，應擺脫對身心障礙者之刻板印象，以其本身專長提供適合的職務。若能透過相關的宣導說明，讓一般員工產生同理心與基本認知，改善身心障礙者與一般員工之互動關係，或許可有效協助身心障礙員工融入企業。 The Legislative Yuan ratified an amendment to “Protection of Rights & Interests of Disability” in June, 2007, which revised the mandatory employment quota from 100 to 67 employees. To meet the regulation of mandatory employment quota, private enterprises are believed to hire more disabled in the future. Therefore, this research aims to explore 1. human resource management models of private manufacturing enterprises in hiring the disabled, 2. factors that hinder enterprises from hiring the disabled, 3. whether related laws and regulations will influence enterprises’ decisions in hiring the disabled, 4. benefits to enterprises in hiring the disabled in the hope to provide more practices for human resource management regarding the subject matter. The study conducts a survey questionnaire by focusing on private manufacturing sectors as sampling subjects. From the perspective of human resource management model, the result shows the disabled are mostly hired through referral by relatives or friends and self-recommendation, and than by human resource websites. As for job categories, manufacturing accounts for the majority and R&D second. Some enterprises hire disability as massage therapists as a stress relief and welfare for their employees. Disabled facilities in the working environment are basic ones with less equipment provided specifically for their disabled employees and performance appraisal is based on the characteristics such as abilities, attitude and teamship and on-job-training mainly focuses on “domain skills.” The major factor that hinders enterprises to hire the disabled is that they can not find candidates that meet their job criteria. Another issue to be concerned after employment is that employee’s physical condition needs to be considered. As for the influence of government’s regulations and incentive measures on the employment decisions, enterprises will hire the disabled only to meet the quota enactment and to avoid penalty. But they will not hire more only because of subsidy. Existed incentives are more influential than public praise. In regard to the effects in hiring the disabled, most enterprises hold positive attitudes to their performance which shows the disabled can be one of the outstanding employees. For work stability, employment for over three years accounts for the majority which represents the disabled has become a part of stable human resource within enterprises. The research suggests governments engage in more proactive promotion for job re-designs and case practices as references for enterprises in the employment of the disabled so as to accelerate the employment implementation and realize the intention of job re-design as well as create substantial effects in helping disability to meet required criteria. Also, governments shall increase the promotional activities for disabled facility subsidy practices, increase the media utility for employment service institutions, implement the mandatory employment quota and review the design of incentive programs. Moreover, governments should include the minority group of eligible disabled into the national human source database, in which enterprises can search for candidates by selecting required criteria while the disabled has a public platform to be approached. Other than on-job-training, the thesis recommends enterprises to adopt job redesign to reduce the gap between demand and supply of the employment of disability and find eligible candidates. Furthermore, referral by relatives and friends can be effective recruiting tools. Employers can prepare themselves by realizing related regulations and subsidies for the disabled facilities, and disrupting stereotypes against disability so as to provide jobs according to those people’s specialized skills. It will be more helpful for the disabled to fit in an enterprise if there are promotional activities for other employees to learn to have compassion and basic conception toward the disabled thereby improve the interaction among them. |
