企業雇主聘用智能障礙員工之歷程研究

Exploring the Process of Employing Employees with Intellectual Disabilities

本研究旨在以人力資源管理角度，探討企業雇主聘用智能障礙員工的動機、招募與遴選、訓練與發展、續效管理及薪資與福利、效益與困境等歷程。本研究以高雄市三個已聘用智能障礙員工長達十年以上之企業單位的六位雇主或主管為研究對象。本研究採用個案研究法並以半結構深度訪談收集資料；再者，以主題分析法分析之。本研究主要結論如下：一、企業願意聘僱智能障礙員工為政府法規強制之規定及企業缺工情形使然，並善盡企業社會責任。二、企業設定特定或調整職缺並委由社會福利機構招募智能障礙員工，最後主管確認並聘用之。三、社會福利機構就服員為智能障礙員工在職訓練與輔導之重要推手。四、企業以兼職職缺聘用智能障礙員工，成為非典型勞動員工並受彈性考核。五、聘用智能障礙員工能為企業善盡社會責任並提升企業形象。六、智能障礙員工家長過多的介入造成企業的困擾。本研究亦根據上述結論，針對相關單位提出建議，以提升智能障礙者的就業品質。 The purpose of this study is to explore the motivations, recruitment and selection, training and development, performance management, welfare, benefits and dilemmas of employing employees with intellectual disabilities based on human resource management. In this study, six employers of the 3 enterprises that have hired individuals with intellectual disabilities for more than ten years were selected as the research participants. Case study was adopted in this research, and data was collected using deep semi-structured interview and analyzed using thematic analysis method. The main conclusions of this study are as follows: 1. Enterprise employers are willing to employ the ones with intellectual disabilities because of government mandatory regulations and their lack of employees. 2. The enterprise employers set the specific or adjusted positions for the employees with intellectual disabilities and the social welfare agencies helps them to recruit the intellectually retarded employees. 3. The social welfare agencies are an important supporter of on-the-job training and counseling for employees with intellectual disabilities. 4. The enterprises provided part-time job positions for the intellectually disabled employees and apply flexible assessment for them. 5. The enterprises carry out their social responsibility and enhance their corporate image by employing intellectually retarded employees. 6. Too much intervention from the parents of intellectually-disabled employees causes troubles for the enterprise employers.