從志工制度談公教退休人力資源利用之研究

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 987654321/21244

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Title:	從志工制度談公教退休人力資源利用之研究
Other Titles:	How to facilitate retired Public employee devote to volunteer work
Authors:	李少華 Lee, Shao-hua
Contributors:	非營利事業管理研究所呂朝賢 Chao-Hsien Leu
Keywords:	志工制度;志工;公部門;退休人力資源;公教人員;退休制度
Date:	2003
Issue Date:	2015-06-02 09:54:14 (UTC+8)
Abstract:	無論在那個行業工作做到一定年齡或年資後，都可依循該機構的退休制度退下來，面對公教人員提前退休人數增加，國人2002年平均的退休年齡是56.2歲，對照目前國人60歲的人平均餘命至少有15歲以上，代表退休後仍有十年以上的退休生活，退休後如何活的有尊嚴又有意義，不會成為社會、家庭的負擔或累贅，那麼退休後參與志願服務退而不休，於己可有保健功能促進家庭生活的和諧，對社會而言代表人力沒有流失，有助社會生產力的維持。　　　本研究由政府對退休人員擔任志工的激勵措施、公部門志工機會創造及志工參與意願強化等面向，來探討公部門如何招募志工與運用，在管理上有無針對退休人員規劃適合渠等工作的職務，以吸引退休人員重回公部門協助。此外，基於一個人行為是有其連續特性，比如說：如果年輕時活動力強者對社交活動會有高參與傾向，因此不能忽略公務員在職時的輔導與參與志願服務，所以有關公部門的退休人員輔導措施亦是本研究討論的重點。在此研究架構與研究方向下，蒐集嘉義縣政府所屬文化局及稅捐處的志工文件等檔案資料及實地到這二個機構訪問志工業務承辦人、現職志工具退休公教背景者，暸解該二單位志工運用現況及具退休背景志工的服務心得，綜合以上發現：　一、退休公教人員擔任志工是退休後利己利人的活動，對部門而言可立見的是可以減輕現職員工的工作負荷，對退休人員本身而言亦是保健充實退休後生活避免與社會脫節，有實益性的活動。二、公部門運用志工在作法上均能針對志工特性充份運用，顯示公部門看得見志工人力資源的重要性，只是在運用上並沒有針對退休公教志工調整或設計新的工作，對如何讓退休人員回來公部門擔任志工，從志工方案上看不出有具體鼓勵的措施。三、目前地方機關的志工管理單位與人事單位橫向連繫不足，一來對退休人員的生涯規劃並未主動提供諮詢與輔導。再者也發覺該單位中的志工管理單位在招募志工時，未將此資訊主動告知人事單位俾以協助暸解退休人員之意願。　　　針對以上的發現，本研究提出的改進方向有三：　一、志工是幫助他人的志業組織應該以禮相待，但把志工看成伙伴關係的同時不能忽略志工畢竟不是專職職工，組織的約束力有時無法及於志工。因此運用志工應先做好風險管理，如在職場中的工作守則一定要有且應事先告知，對志工人力須有替代支援方案避免志工臨時不來影響工作，但也不是把志工找來有事讓他做就好。　二、志工的運用雖只能做為輔助性的操作不能替代專職職工，從人事制度觀之考量志工屬性，志工不宜取代專職人員毋庸置疑，惟亦有志工認為只要法令許可且是他們專長所允許的他們願意負責較專業性的工作，此外亦有人事主管認為如果是屬於那種「處理錯了可以更正且更正不會影響到民眾或同仁權益的」可考量由志工幫忙。因此有關志工運用的確可視業務性質作不同的操作。　三、活用退休人員擔任志工必須整合志工管理的權責外，人事單位應加強退休輔導且在單位中儘早成立社會公益社團，鼓勵同仁平常以志願服務當成是休閒活動，另人事人員應培訓生涯諮商專長，更重要是須建立退休人員人才資料庫，藉年節慰問時機保持聯繫加強互動，不要有事才找他們做。　　　　志工不是免費的低價人力，退休人員回到公部門擔任志也要堅持不是當裝飾品。因此，運用志工要有制度、策略與方法，退休人員也要有參與意願，除公部門有借重志工需求外，其他非營利組織更是殷切期望退休人員的加入，二者如何取得平衡，讓這股退休人力資源發揮最大效益，則有待大家的努力與鑽研。　　　When people, in whatever occupation, come to a certain age or length of service, they can retire according to the retirement system of the institution. With the increase of public employees’ retirement in advance, we know that people’s average age of retirement in 2002 is 56.2, which, in comparison with people’s average age of 70, is much lower at least over 13. It means that retired employees still have more than 10 years of retired life. How can they lead a dignified and meaningful life, and not become a burden or trouble of the society and family? The retired employees participate in volunteer work instead of taking a rest, which brings to them the function of health protection and promotes the harmony of family life, and which to the society reveals that manpower doesn’t run out and helps it maintain its productivity.　　　　　This research is to discuss how the public organization recruits and facilitates volunteer work, and about management if the public organization aims at retired employees to plan several positions suitable for them in order to attract them to return to assist the public organization from the perspectives of the government’s taking steps to encourage retired employees to take charge of volunteer work, of the public organization’s creating opportunities for volunteers and of reinforcing their will of participation. Besides, on the basis of one’s behavior continuous or not, such as if a man in his youth has great energy he will have high participation in social activities, the guidance of public employees in service and their participation in volunteer work cannot be ignored. Thus in this research it is also an essential point for me to discuss on the public organization’s guidance steps to retired public employees. According to this research structure and direction, I collect some files and information, like volunteer work documents from Chia-y County Government’s Culture Bureau and Tax Office, and the interviews of volunteer work managers and volunteers in service with the background of retired public employees in these two institutions, and understand the situation of facilitating volunteer work and the ideas about service the volunteers with the background of retired public employees obtain. I take them all in all and find out:　　1. Retired public employees to take charge of volunteer work after retirement is an activity, which benefits both himself and others. To departments, what we can immediately see is that it can alleviate the workload of the employees in service; to the retired employees, it is also health protection, can enrich the retired life so as to avoid being disjoined with the society, and an advantageous activity.2. On the methods of facilitating volunteer work, the public organization can make great use of their traits, which reveals that it can understand the importance of volunteer work manpower resources. However, about facilitation the public organization doesn’t aim at retired public volunteers to adjust or plan new work, and from the volunteer work project the public organization doesn’t have any concrete encouraging steps to the problem of how the retired employees return to the organization to take charge of volunteer work.3. At present the volunteer work management and personnel institutions in the local organizations don’t have good contact horizontally with each other. On the one hand, they don’t provide consultation and guidance for the retired employees’ career schemes; on the other hand, I also find out that when recruiting volunteers, the volunteer work management institution doesn’t inform the personnel institution its will of helping to understand the retired employees.　　　According to the findings mentioned above, I will provide three directions for improvement in this research:　1. Volunteer work is a lifework of helping others, so it should be treated with politeness. However, while considering volunteer work the relationship of companion, we cannot ignore that it is not full-time work after all and sometimes the public organization cannot effectively restrain volunteers. Thus, when facilitating volunteer work, we should have the risk management, such as there must be rules in the work field, which volunteers should be informed in advance, and there must be substitutional assistance plans to avoid their quitting without notice that affects their work. Besides, it is not that we find them here, make sure they have work to do, and that’s it.2. The facilitation of volunteer work can only be auxiliary operation and cannot substitute for full-time work. Although from personnel system or volunteer work’s attribute it is without doubt so, there are some of the volunteers who think that if the law permits and it is one of their specialties, they are willing to take charge of more professional work; there are also personnel managers who think that if certain work that “once done wrong, it can be corrected, and the correction won’t affect the public or colleagues’ rights” can be taken charge of by volunteers. Therefore, the facilitation of volunteer work certainly can have different operations according to the quality of work.3. The retired employees’ taking charge of volunteer work must set the duties of volunteer work management in order. Besides making good use of the duties, personnel institution should reinforce retirement guidance and establish social public welfare club in the institution as soon as possible, encourage the colleagues to take volunteer work as leisure activity. In addition, personnel employees should train their career consultation specialty, more importantly, establish the retired employees’ talents data bank, keep in touch, and reinforce the interaction with them at the greeting time of yearly holidays. Never ignore them until there is some work needed to be done.　　　Volunteers are not low-priced or free manpower, and the retired employees, even though returning to the public organization, must insist not be taken as decorations. Therefore, it requires systems, strategies, and methods to facilitate volunteer work, and the retired employees should have the will to participate in as well. Besides the public organization’s need to rely on the help of volunteers, other non-profit-making organizations fervently expect the participation of the retired employees. Thus it needs everybody to strive and study how to strike a balance between these two and to develop the retired manpower resources to the biggest effect.
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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