| Summary: | 碩士 === 國立高雄大學 === 國際高階經營管理碩士在職專班(IEMBA) === 98 === The enterprises need to adjust the manpower functionally with the business fluctuations to keep the appropriate labor force. The demand of labor flexibility will increase accordingly. In order to subsist under the high degree industry change and competition, the enterprises need to deliberately maintain the flexibility and streamline on the manpower expect for the technological innovation and core competencies preserve. Handy (2001) raised the concept of Shamrock Organization, the future enterprises will consist of three types of workforce as the shamrock leaf shape which represent three distinct parts individually, they are the core staff, the contractual fringe and the flexible work force. He considered that is the method for an enterprise to keep its necessary flexibility. The labor flexibility develops with this tide. Some enterprises apply the "Numerical flexibility" to adjust their labor input to meet with the business fluctuations, which includes the adjustment of the staff number (External Flexibility) and working hour (Internal Flexibility). That's how the atypical employment relationship was developed.
Manpower dispatch system is different from the regular employment relationship. To the enterprises, not all the dispatch workers bring the positive assistance. Moreover, there might be some negative influences such as the dispatch workers' quality, working attitude and loyalty concern. Therefore, the enterprises must take all factors into consideration. Manpower dispatch had been implemented for many years in oversea. There are many scholars at home and abroad research the application of manpower dispatch in different industries to collect the advantages and disadvantages. However, these advantages and disadvantages are not necessarily applied for the dissimilar industries. Therefore, it is necessary to interview the department manager of the case company to realize the possibility for the application of manpower dispatch in the case company.
The research shows that there is less issue of manpower recruitment for the case company, the advantages of manpower dispatch could not satisfy their really demand. Besides, the risks and concerns of the manpower dispatch could not be really solved and the relevant laws of the manpower dispatch are not maturity. Therefore, manpower dispatch is inappropriate for the case company currently.
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