長期照顧機構人力資源規劃

NHUIR > College of Management > Department of Business Administration, Master/Ph.D Program in Management Sciences > Disserations and Theses(M. A. Program in Nonprofit Organization Management) > Item 987654321/17924

Please use this identifier to cite or link to this item: http://nhuir.nhu.edu.tw/handle/987654321/17924

Title:	長期照顧機構人力資源規劃
Other Titles:	Human Resource planning for Long Term care Institute
Authors:	劉淑貞 Liu, Shu-chen
Contributors:	非營利事業管理學系呂朝賢 Chao-hsien Leu
Keywords:	人力資源;身心障礙福利機構;長期照顧 Human resource;The long-term care;Welfare institution for the disabled
Date:	2012
Issue Date:	2015-01-07 13:36:32 (UTC+8)
Abstract:	因應我國長期照顧需求日益增加，第一線提供服務對象日常生活照顧主要的照顧人力，包括照顧服務員、生活服務員及外籍看護工等照顧人員，在機構內的工作內容，都是負責身心功能障礙者日常生活照顧相關的事宜，卻因依據法規的不同，而有不同的人力配置比例及訓練的要求，基於受照顧者應享有相同對待的權利，故應針對同樣提供「需要長期照顧者」服務的第一線照顧人員，制訂一套合理的照顧比例及訓練。又身心障礙福利機構同樣面臨服務對象人口逐漸老化的現象，及本國籍照顧人力召募不易的情形，是否比照老人福利機構，將外籍看護工納入正式人力計算，值得探討。　　　本研究以質性研究進行，研究重點是在瞭解各類長期照顧機構中，本國籍照顧服務人員及外籍看護工協助照顧老化住民的現況，照顧人力訓練及供需狀況，除收集檔案資料，進行各類長期照顧機構相關法規有關人力配置及訓練規定之比較外，透過質性訪談及觀察的方式，瞭解各類長期照顧機構之照顧人力於機構內服務狀況、角色及訓練部分之需求，以探討我國長期照顧機構式服務及身心障礙福利機構面臨需要長期照顧對象逐漸增加之際，現行人力配置、訓練等規定的合理性。　　　本研究發現老人福利機構中之長期照顧機構及身心障礙福利機構中之全日型生活照顧機構，照顧人力非常不足，必須予以調整；生活服務員及照顧服務員資格之管道，各自有其規定，在訓練的課程內容、重點及時數方面有差異性，亦必須予以整合，且在機構內本國籍生活服務員人數不足的情況下，如果相關的紀錄表格使用外籍看護工熟悉的語言、在臺服務期間延長語言文化差異減少及取得訓練之認證，或許可以運用外籍看護工替代本國籍生活服務員提供需要長期照顧者服務。　　In response to the increasing demand for long-term care in Taiwan, the main first-line manpower provides service to targets with daily living needs, including nurse aide, living aide, foreign care workers, and other care personnel. Their job content within the institute include responsibilities in matters related to caring for the physically and mentally challenged persons while different proportion of manpower allocation and training requirement are resulted due to the difference in laws and regulations. The persons receiving care are entitled to the same treatment, and hence the first-line care personnel providing service for the “persons needing long-term care” should be developed with a set of reasonable care ratio and training. Moreover, the welfare institutions for the physically and mentally challenged persons also face with gradually aging phenomenon with the targets of service in addition to the difficulty in recruiting domestic care personnel. The consideration of taking foreign care workers into official manpower statistics similar to the senior welfare institution is one issue merits further exploration. 　　　The study carried out the research using qualitative inquiry emphasizing on the understanding to the status, care manpower training and supply/demand situation for domestic care service personnel and foreign care workers assisting with care for aging residents in the various long-term care institutions. In addition to collecting archival data and comparing the relevant laws and regulations related to manpower allocation and training specification among various long-term care institutions, the use of qualitative interview and observation methods can help understand the service situations, roles and training requirements for long-term care institutions in terms of care manpower in institutions, thereby to explore the rationality of existing manpower allocation and training specifications when our long-term care institutional service as well as welfare institutions for the physically and mentally face with the gradually increase of targets requiring long-term care. 　　　The study discovers that the full-time life care institutions for the long-term care institutions and the welfare institutions for the physically and mentally challenged among the senior welfare institutions lack sufficient care manpower and needs to be adjusted. The access to qualifications for living aide and nurse aide is specified respectively while the difference in the training curriculum, keys and number of hours must also be integrated. Under the situation of insufficient number of domestic living aide in institutions, if relevant recording tables use the language familiar to the foreign care workers while extending the service period in Taiwan, reducing language barrier and cultural differences, and acquiring training certifications, the use of foreign care workers could become replacement for domestic living aide in terms of providing service to those requiring long-term care.
Appears in Collections:	[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(M. A. Program in Nonprofit Organization Management)

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