| 摘要(英) |
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. |
| 參考文獻 |
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