中高齡及高齡者重返職場之探索

The Inestigation of Middle-aged and Elderly People return to the Workplace

中高齡者在台灣延續穩定就業或退出後重返勞動市場存在著諸多困境。本文透過文獻分析及深度訪談法進行資料之蒐集與分析，針對中高齡在勞動市場中所存在的困境進行檢視，並直接提出協助中高齡者重返職場的相關建議。研究發現主要是：1.中高齡者的再就業優勢層面之分析：產業嚴重缺工提供中高齡者許多工作機會、退休之後再回任之機制、可接受彈性工作之安排、包容度較高、就業參與上較為穩定、願意接受在地化之工作安排、配合意願較高、可節省訓練成本；2.在中高齡者在就業之劣勢分析：跨域就業能力及意願較低、需經由職務再設計才能導入工作參與、容易產生職災、容易產生職場轉換上的問題、較難與科技工具產生諧作；3.中高齡者友善職場的項目：企業存有企業社會責任、充滿高度人性化管理及具有高度同理心、對中高齡者之觀念與認知、公部門樂於雇用退休後之中高齡勞動者。此外，針對上述中高齡者的重要研究發現，本文歸納出以下幾點重要的政策建議：（1）中高齡就業主要需要思考如何協助其重返勞動市場，包括非自願性失業及高齡者退休重返勞動市場。以及職場產生就業轉化的異業勞動參與；（2）中高齡就業促進必須特別注意其重返職場過程所產生的就業參與慣性，必須積極協助其克服心理及技能上的障礙；（3）透過OECD所產生的層次，包括就業意願之檢視、技能厚植的協助，以及從政府與企業端點所應建構的友善職場環境。透過積極的職場職務再設計與青銀共創的協作，導引其職場參與；（4）在經營中高齡者退休重返之制度設計上，必須注意其所可能對應之產業結構分析；（5）必須進一步注意中高齡者中不同細齡分層所存在之差異，因為不同細分支中高齡者其實存在著相當差異化的困境與需求。

There are many difficulties for middle-aged and elderly people return to the labor market after continuing employment or exiting in Taiwan. This paper analyzes and analyzes the data in the labor market through literature analysis and in-depth interviews, and directly reviews the relevant suggestions for assisting middle-aged people to return to the workplace. The main findings of the study are: 1. Analysis of the reemployment advantage of middle-aged and elderly people: the industry is seriously short of work, providing many job opportunities for middle-aged and elderly people, the mechanism for returning after retirement, the arrangement of acceptable flexible work, and the high degree of tolerance. Employment participation is relatively stable, and it is willing to accept the work arrangement and the willingness to cooperate in localization, which can save training costs. 2. Analysis of the disadvantages of middle-aged and elderly people in employment: cross-domain employment ability and willingness to lower, need to be redesigned by job to introduce work participation, easy to generate occupational disasters, easy to produce problems in workplace transformation, difficult and scientific tools produce a harmonic. 3. The project of friendly workplace for middle-aged and elderly people: enterprises have corporate social responsibility, high humanized management and high empathy, the concept and cognition of middle-aged people, and the public sector is willing to hire senior workers after retirement. In addition, the important research findings for the above-mentioned middle-aged people find that the following important policy recommendations are summarized: (1) Middle-aged employment mainly needs to think about how to help them return to the labor market, including involuntary unemployment and retirement of senior citizens. Return to the labor market. And the cross-employment labor participation in the workplace to create employment transformation. (2) Middle-aged employment promotion must pay special attention to the inertia of employment participation caused by its return to the workplace, and must actively assist them to overcome psychological and technical obstacles. (3) The level of OECD production, including the inspection of employment willingness, the assistance of skilled workers, and the friendly workplace environment that should be constructed from the government and enterprise endpoints. Through active workplace re-design and collaboration with Qingyin to guide their workplace participation. (4) In the design of the system for the retirement of elderly people in business, they must pay attention to the analysis of the industrial structure that they may correspond to. (5) It is necessary to pay more attention to the differences in the different age groups among middle-aged and older people, because there are actually quite different dilemmas and needs in the older branches.