國立政治大學 勞工研究所

台灣勞資爭議處理法制建構在權利爭議﹑調整爭議以及個體爭議 ﹑集體爭議，這四個認知分類概念上。本文介紹學者們對於這四個認知分類概念的意義內涵討論，並作理論上的延伸思考，指出勞資爭議處理法制的發展原則。

The legal system for handling labor disputes in Taiwan is based on the four cognitive classification concepts of rights disputes,  Interests disputes, individual disputes, and collective disputes. This article introduces scholars' discussion on the meaning and connotation of these four cognitive classification concepts, and makes theoretically extended thinking, pointing out the development principles of the legal system for handling labor disputes.

全球化的推進使各國受惠，但國內市場亦暴露於外部衝擊，積極勞動市場政策成為減緩衝擊的重要選擇。由於受衝擊失業者主為就業弱勢，政策採用一次性與制度性的公共就業或工資補貼等組合，增加不同族群接觸政策資源的機會，過渡至下一份工作。本研究串連登記與勞保行政資料，以事件時序分析法分析政策組合下的再就業成效，發現一次性公共就業的再就業及維持效果較工資補貼為低，再就業機率低於同為公共就業，但為制度性的多元就業開發方案。研究進一步發現七成參與者為就業弱勢族群，其中教育程度偏低、原住民及中高齡等三個族群的失業者，在政策結束後的再就業機率，各別均較同時參與的一般失業者為低。為減緩就業弱勢參與後更趨弱勢的負面效應，研究建議調整政策組合中一次性公共就業比重，增加職業訓練及就業媒合項目，深入思考經濟衝擊下弱勢族群長期低度就業問題。

The advancement of globalization has benefited all countries, but the domestic market has also been exposed to external shocks. Active labor market policies have become an important option for mitigating shocks. Because the unemployed who are affected are mainly vulnerable to unemployment, the policy adopts a combination of one-time and institutional public employment or wage subsidies to increase the opportunities of different groups to contact policy resources. This study links registration and labor insurance administrative data, analyzes the effect of reemployment under the policy portfolio by event time series analysis, and finds that the odds of reemployment of one-time public employment is lower than that of wage subsidies. The study further found that over 70% of the participants are disadvantaged groups in labor market. Among the three groups of unemployed people with low education, aboriginals, and middle and senior aged groups, the odds of reemployment is lower than the unemployed who participated at the same time. In order to alleviate the negative effects to these disadvantaged unemployed after participation, the research suggests to adjust the proportion of one-time public employment in the policy portfolio, increase vocational training and employment matching projects, and reconsider the underemployment problem of disadvantaged groups under the economic shock.

政府補助照顧服務職業訓練經費逐年提升，且職業訓練在建構完善之長期照顧服務系統所扮演的角色亦日趨重要，因此，政府必須有一套有效的制度來分配這些經費與評估這些訓練投資的有效性，進而建立課責機制（accountability），針對職業訓練達成目標 /成果之進展進行評估，以確保在合宜的時間做出必要的調整來增進照顧服務員職業訓練效能。

本文針對曾接受勞動部勞動力發展署或臺灣就業通照顧服務員職業訓練課程之參訓者進行大數據分析，使用之資料庫包括有職業訓練業務資訊管理系統（後續簡稱TIMS檔）、勞就保單位被保險人檔、勞退單位提繳對象檔、事業單位檔。本文篩選2012年至2016年上過照顧服務員相關訓練課程30,358位學員，建立就業歷程資料，進而探討不同辦訓單位學員在結訓當月、結訓後第1個月、訓後就業高峰、訓後第18個月等時間點之投入照顧服務產業之就業人數與就業率，且計算變動率指標，據以探討不同照顧服務員辦訓單位結訓學員「訓用合一」、「穩定就業」之就業成效。

研究成果發現，長照醫療體系辦訓單位的學員，在結訓當月投入照顧服務就業率就已經有二成八的比例，此些學員可能參訓前便已經從事照顧服務或醫療相關工作；勞動合作社辦訓單位雖然在受訓後進入照顧服務工作學員的比例明顯較高，但是隨著結訓時間的拉長，退離照顧服務市場的比例也較高，人力流失狀況嚴重；大專院校辦訓單位受訓學員，雖然在一開始參與照顧服務工作比例未有明顯提升，但是在訓後18個月的就業率並未有顯著下降，顯現此類辦訓單位就業率呈現緩升緩降的趨勢，是最晚面對培訓人力流失問題的辦訓單位。

Government subsidies for vocational training in nursing aide has been annually growing. To set up a perfect long-term care service system, the training plays a crucial role. Hence, Government needs to has a set of effective measures to allocate budgets, evaluate the availability of the training, and further set up accountability. In connection with the evaluations of vocational training object and accomplishment, the effectiveness of nursing aide vocational training could assuredly be improved in a timely manner. 

This study integrated and analyzed related databases, including TIMS, Labor Insurance Database, Long-term Nurse Aides Database, to investigate (1) whether trainees actually worked in caregiving field after training, and (2) whether unemployed people who accepted caregiver employment allowances kept working in this field after 90-day, 12-month, or 18-month trainings, respectively. All the research findings provided helpful suggestions for the Government to develop appropriate caregiving policies.