長期照護人力培訓制度之跨國比較研究：以住宿式機構照服員為例

A Comparative Study of Long-Term Care Workforce Training Systems: The Case of Care Workers in Residential Care Facilities

隨著全球人口高齡化加速，長期照護服務需求持續增加，照顧服務員之培訓制度亦成為各國長照政策的重要議題。住宿式長期照護機構因提供全天候照護服務，其人力專業化程度與培訓制度設計對照護品質具有關鍵影響。本研究採跨國制度比較方法，分析日本、加拿大、澳洲與英國住宿式機構照顧服務員培訓制度，探討各國在職業證照制度、訓練課程架構、培訓時數、持續教育制度及職涯發展機制等面向之制度設計與發展特色。研究結果顯示，多數國家已建立制度化與專業化之照服員培訓體系，並透過職能導向課程、持續教育制度及明確職涯發展路徑強化專業能力。相較之下，臺灣照顧服務員培訓制度仍以基礎訓練為主，專業分級制度與職涯發展機制尚待完善。基於跨國制度比較結果，本研究提出政策建議，包括建立照服員分級專業制度、強化實習訓練、建立全國統一核心能力課程標準、推動持續教育與再認證制度，以及建構完整之職涯發展與留任機制，以作為未來長照人力培訓制度改革之參考。

With the rapid aging of populations worldwide, the demand for the long-term care workforce has increased significantly. As a result, the training and professional development of care workers have become key issues in long-term care policy. Residential long-term care facilities provide continuous, around-the-clock care services, making the professional competence of care workers and the design of their training systems particularly important for ensuring service quality. This study adopts a cross-national comparative approach to examine the training systems for care workers in residential long-term care facilities in Japan, Canada, Australia, and the United Kingdom. The analysis focuses on several institutional dimensions, including certification systems, training curricula, training hours, continuing education mechanisms, and career development pathways. The findings indicate that many countries have developed institutionalized and professionalized training systems for care workers. These systems generally emphasize competency-based training, practical skill development, continuing professional education, and structured career advancement pathways.
In comparison, Taiwan’s current training system for care workers remains primarily focused on basic entry-level training, while professional classification mechanisms and career development pathways are still relatively underdeveloped. Based on the results of the cross-national comparison, this study proposes several policy recommendations for Taiwan. These include establishing a tiered professional certification system for care workers, gradually increasing training hours and strengthening practical training components, developing nationally standardized competency-based curricula, implementing continuing education and recertification mechanisms, and creating clearer career development pathways to enhance workforce retention. These policy directions may contribute to strengthening the professionalization of the long-term care workforce and improving the overall quality and sustainability of long-term care services.