| 摘要: | 高齡化現象是目前全球人口結構的趨勢，要如何激勵優秀的中高齡員工繼續留任組織內貢獻其知識及經驗，隨著台灣的老齡化、低生育率和老齡化社會的勞動力參與率下降，未來各項企業將面臨勞動力短缺和老齡化問題。中高齡員工是公司重要的人力資本，然而，台灣中老年人的勞動力參與率仍然很低。本研究的主要動機是他們如何在組織中繼續工作，與組織一起茁壯成長，並可持續就職服務。
本研究的主要目的是為了找出醫療產業，是否能建構出一個友善高年級生就業環境與管理措施，成為中高齡及高齡者穩定就業、續留職場的重要關鍵。並依管理措施內容之目的進行分類，使台灣的醫療產業能有一套較完整的參考範本，以作為未來推動中高齡的員工管理。故採取質性的訪談研究方式，針對台灣中高齡就業者醫療產業中的企業，每間質性的訪談對象皆包含了院長、人資主管，訪談的結果則以達理論飽和為原則。
本研究之分析方式採歸納法，將訪談中歸納出適用中高齡的員工人力資源管理措施，分為確保中高齡員工的職涯發展性，維持中高齡員工的個人工作能力，調整中高齡員工的工作型態，提供中高齡員工友善的就業環境。本研究彙整結果的目的是為了最適用於臺灣傳統製造業之適用中高齡的員工人力資源管理措施。;Aging phenomenon is the current trend of global population structure, how to motivate outstanding middle-aged and elderly employees to continue to stay in the organization to contribute their knowledge and experience, with Taiwan′s aging, low fertility rate and aging society labor force participation rate decline, the future of enterprises will face labor shortage and aging problems. Middle-aged and elderly employees are an important human capital of the company, however, the labor force participation rate of middle-aged and elderly people in Taiwan is still very low. The main motivation for this study is how they continue to work in the organization, thrive with the organization, and serve sustainably.
The main purpose of this study is to find out whether the medical industry can build a friendly employment environment and management measures for senior students, which is an important key for the stable employment and continuation of the workplace for middle and elderly people and the elderly. It is also classified according to the purpose of the content of management measures, so that Taiwan′s medical industry can have a more complete set of reference templates to promote the management of middle-aged and elderly employees in the future. Therefore, the qualitative interview research method is adopted, for the enterprises in the medical industry of middle-aged and elderly employees in Taiwan, each qualitative interview object includes the dean and the director of human resources, and the results of the interview are based on the principle of theoretical saturation.
The analysis method of this study is inductive, and the human resource management measures applicable to middle- and elderly employees are summarized in the interviews, which are divided into ensuring the career development of middle-aged and elderly employees, maintaining the personal working ability of middle-aged and elderly employees, adjusting the working style of middle-aged and elderly employees, and providing a friendly employment environment for middle-aged and elderly employees. The purpose of the results of this study is to best apply human resource management measures for middle-aged and elderly employees in Taiwan′s traditional manufacturing industry. |
