本文旨在深入探討台灣保全業面臨的基層駐衛保全人員招募困境，並嘗試以多元視角提出具體因應策略。當前，少子化與高齡化的人口結構變遷，已導致保全業基層勞動力供給嚴重短缺；加以高工時、低薪資與負面社會形象等問題交織，使產業陷入「難招募、難留任」的自我耗損的循環，嚴重威脅其服務品質與永續發展。 為探究問題核心，研究採用質性研究法，深度訪談了已有多年經驗的保全業經營者與犯罪防治、物業管理領域的專家學者，藉此整合保全業界實務經驗與學術專業見解。另外，也由勞方視角解讀研究結果，以驗證其可行性。研究發現，問題的癥結在於保全業普遍陷入「競標模式」的枷鎖。此模式將保全服務的價值簡化為人力的派遣，而非專業的安全服務，從而限制了薪資成長與專業發展的空間。 因此，保全產業轉型的樞紐在於掙脫低價競爭，將定位從「類人力派遣」回歸到「專業安全服務」的本質。唯有建立新的價值共識，提升產業的專業形象與待遇，才能從根本上解決招募困境，促進保全產業的整體健康發展。另外，研究也指出，未來可藉由升級舊建築的智慧化設備，以及在新建築前期規劃時，利用有效的空間設計與導入智慧建築概念來減少人力配置，以解決保全業的人力短缺問題。;This study aims to conduct an in-depth investigation into the persistent recruitment difficulties for entry-level personnel within Taiwan′s security sector, proposing concrete responsive strategies from diverse viewpoints. The industry currently faces a critical labor supply shortage, exacerbated by demographic transitions characterized by a low birthrate and an aging population. This situation is compounded by endemic problems, including excessive working hours, low remuneration, and a poor societal image, which have mired the sector in a vicious cycle of being "difficult to recruit and difficult to retain." This predicament poses a significant threat to both service quality and the industry′s long-term sustainability. Employing a qualitative research methodology, this study explores the core of the problem through in-depth interviews with seasoned security firm operators and scholarly experts in criminology and property management, thereby synthesizing practical industry experience with academic perspectives. Additionally, the research findings are also interpreted from the labor perspective to verify their feasibility.A key finding is that the issue′s nexus lies in the industry′s pervasive entrapment within a "low-price bidding model." This paradigm devalues security work, reducing it to a form of manpower dispatch rather than a professional service, consequently constraining salary growth and career advancement. Consequently, the pivot for the security industry′s transformation hinges upon moving beyond low-price competition to reclaim its identity as a provider of "professional security services" rather than "quasi-manpower dispatch." The fundamental resolution of the recruitment crisis and the promotion of the sector′s overall healthy development can only be achieved by forging a new consensus on value and elevating the industry′s professional image and remuneration. In addition, studies also suggest that the industry′s labor shortage can be mitigated in the future. This can be accomplished by retrofitting existing buildings with intelligent systems and, during the preliminary design phase of new constructions, leveraging effective spatial planning and smart-building concepts to minimize the need for human personnel.
