公立就業服務機構促進原住民就業之執行成效評估－－以雲嘉南分署就業中心為例

Exploring the Impact of Ozone and β-pinene Oxidative Products on Cell Inflammation by Using Air-Liquid Interface Expose System

近年來政府為了提高就業率，各項積極性勞動市場政策持續進行修正施行，公立就業服 務機構的角色及功能也有所變動，由以往消極有限度的推介服務方式轉化成積極主動服務、具 地方特色並重視就業能力薄弱的特定對象就業服務。原住民因文化疏離感、生活價值、刻板印 象、教育資源匱乏、就業資訊取得困難及家庭結構等多重因素，使得在解決原住民就業問題 時，必須有特殊政策考量，再加上台灣產業結構變遷朝向高科技以及高知識產業發展，在就業 上勢必使原住民族面臨另一波嚴重的衝擊，因此為能有效解決原住民就業問題，政府已研擬並 積極推動相關政策，但這些政策是否可達到促進原住民就業的成效，期透過本研究達到下列目 的：1. 瞭解促進就業政策對原住民就業究竟有何的實質影響；2. 瞭解原住民及相關單位對政府 促進就業政策的看法；3. 探討原住民求職過程遭遇的困境與對在地產業發展的期待。 本研究主要是從原住民勞工、原住民團體與公立就業服務機構執行人員等利害關係人之 角度對雲嘉南分署促進原住民就業之政策進行回應性評估。從訪談資分析，所得結論如下： 1. 有效促進原住民就業方面，所提供短期就業方案，僅能幫助原住民在失業期間有暫時工作的 機會，對於要永續經營的原鄉產業而言，幫助有限；2. 職業訓練成效方面，原住民參加職訓意 願不高且對職業訓練的功能認知有所偏差，因此成效不大；3. 開創屬於原鄉的就業機會方面， 應推廣在地文化產業、老人及幼兒服務工作，並建立在地性的就業服務網絡。依據研究結果， 提出下列建議：1. 政策執行機構方面：(1) 就業服務應兼顧原鄉與都市、(2) 持續推動多元就業 開發方案、(3) 加強政策執行人員的專業知能、(4) 給予就業服務員更高的保障、(5) 建立親和 的使用環境、(6) 原住民人力資本管理體系之建立、(7) 結合在地資源的「訓用合一」的技能訓 練、(8) 建立原住民就業服務專線、(9) 積極介入就業安置之輔導、(10) 制定更務實的原住民就 業政策及施行架構；2. 原住民團體方面：(1) 協助發展原鄉特色的職業訓練、(2) 配合政府執行原住民就業方案；3. 原住民勞工方面：(1) 加強原住民工作態度與職場倫理之觀念培養、(2) 原 住民本身的成功經驗分享。

In recent years in order for government to raise employment rate, each active labor market policy item continues to practice modifying and performing; hence local career hunting service institution’s role and function is changed from previously passive and limited promoting service method to positive and active service that also combines local features and cares for specific objects that has less capacities in job finding. Original citizens face multiple elements including cultural deviation sense, living value, typical impression, insufficient educational resources, difficult procurement for employment information and family structure that causes taking special policy consideration in solving original citizens’ employment issues. Plus Taiwan’s industrial structure revolves towards high technology and high knowledge industry development, it is unavoidable that these original citizens encounter another serious impact in their career seeking opportunities; therefore, in order to efficiently solve original citizens’ employment problems, government has constituted and proactively promotes relevant policies. But in order to evaluate if these policies can achieve original citizens’ career seeking result, this study is initiated to reach following purposes: 1. Understand promoting career hunting policy’s actual influences to original citizens’ employment opportunities; 2. Understand original citizens and relevant units’ opinions towards government’s efforts in promoting career hunting policies; 3. Investigate during job seeking procedure original citizens’ difficulties and their expectations to local industrial development. This study mainly performs responsive evaluation to Yunlin-Chiayi-Tainan Regional Branch promoting original citizens’ policies based on original citizens labors, original citizen groups and local career hunting service institution perspectives. From interviewing analysis, it concludes the following: 1. Promoting efficiently original citizens’ employment aspect: even though it provides short-term employment project, it can merely assists original citizens with temporary job opportunities while they are um-employed. However, it offers limited to help permanently tribal industries. 2. Career training effect aspect: although original citizens had little passion to participate this training and had slight deviant career training capabilities; hence it causes little effects; 3. Create tribal industries’ career hunting opportunities aspect: should promote local cultural industries, senior and children service jobs, and establish local career hunting service network. As per this research result, it provides following suggestions: 1. policy execution institution aspect: (1) Career hunting service should care for both tribes and cities; (2) Promote constantly multiple employment developing projects; (3) Enhance policy execution staff’s professional knowledge; (4) Grant employment service staff with higher security; (5) Establish friendly using environment; (6) Establish original citizens’ human resource capital management framework; (7) Combine local resources’ “training and practice combine as one” skill training; (8) Establish original citizens’ employment service call-line; (9) Introduce proactively employment settling consulting; (10) Constitute more practical original citizens’ employment policy and performing structure; 2. original citizens’ group aspect: (1) Assist developing tribes’ feature career training; (2) Corporate government’s original citizens career executing projects; 3. original citizen labors aspect: (1) Enhance original citizens working attitudes and career ethics concept development; (2) Share original citizens’ successful experiences.