頁籤選單縮合
題 名 | 中鋼公司人力結構之探討=A Study of the Work Force Structure in China Steel Corporation |
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作 者 | 胡國強; 施義雄; 吳國源; | 書刊名 | 公營事業評論 |
卷 期 | 1:3 1999.06[民88.06] |
頁 次 | 頁145-162 |
分類號 | 494.3 |
關鍵詞 | 組織轉型; 人力年齡結構; Organization transformation; Manpower structure; |
語 文 | 中文(Chinese) |
中文摘要 | 中鋼公司自民國六十年成立至八十六年十二月底止,共有從業人員 9,090 人,平 均年齡 42 歲,其中屬於 40 至 50 歲年齡層的人力有 5,654 人, 佔員工總數的 62%,這 顯示該公司的人力集中於過窄的年齡層,此種高同質性人力結構隱含著升遷管道不暢,並預 期未來 10 至 20 年後將會有大批人力離退,公司將面臨大量人力換血銜接的問題。因此, 組織活化再造、優惠退職、移轉子公司任職、協助員工創業等皆為人力結構合理化之可行對 策。 |
英文摘要 | China Steel Corporation (CSC), the only integrated steel manufacturer in Taiwan, was officially registered on December 3, 1971. In May 1997, its four phases of construction and expansion project had been completed and CSC's annual production of crude steel reached 8.05 million metric tons. As of the end of 1997 the CSC has 9,090 employees with an average age of 42. Among them, 5,654, or 62% of total employees age ranging from 40 years to 50 years, a relatively narrow age spectrum. The aging statistic indicates the absence of worker's age diversity and limited promotion opportunities due to a lower tunover rate. We predict a lot of retirements to be filed in the next twenty years. Eventually the corporation will then face a shortage of skilled work force if the employment policies of attrition and hiring freeze are still in effect. Thus, a series of programs will be suggested to right size the corporation's work force, for instances job redesign, early retirement incentives, outplacement assistance, transferring people to different business unit of the corporation, etc. |
本系統中英文摘要資訊取自各篇刊載內容。