| 摘要: | 我國企業型態以中小企業為主，其優點固然是彈性大、變化快，然而另一方面也顯示其資金、人力比較缺乏，對於勞動法令、安全衛生的管理能力也相對不足。2014年政府將原有的勞委會改造成為勞動部，希望能提升勞動者的地位、促進勞資和諧、加強勞工安全。
勞動條件與勞工安全的規定繁瑣，靠勞動檢查來督責事業單位遵守，對中小企業而言是個負擔。本研究希望透過文獻探討瞭解先進國家對中小企業的做法，進而訪談瞭解國內的中小企業主、人力資源工作者、安全衛生管理人員、以及勞動檢查人員的觀點尋求一個合理的途徑，使中小企業能步上正軌。
研究結果發現中小企業主宜由政府輔導，首先應接受認知與提出具體的承諾，以保障勞工權益與勞工安全；人力資源管理者是企業主與勞檢單位中的橋樑，應該善盡職守，以守法為原則，主動告知企業主應該改善的地方，也做好雇主與員工之間的橋樑，共謀勞資和諧；安全衛生管理人員平時應該收集數據、做好紀錄、Plan (計畫)→Do (執行)→Check (檢核)→Action (改善行動)的循環式的管理流程持續改善；勞動檢查人員也本著良知與職能善盡管理原則，但告發與開罰並非目的，而是手段，期望企業能繼續改善。最後政府能做最好的守門人，持續修訂法令、教育訓練，讓員工勞動條件與安全衛生確實落實，建立良好的工作環境與工作條件，達成勞資雙贏。
The majority of the companies in Taiwan is small and medium-sized. The advantages of being one of them is flexible, fast-changing. However, it also means that there are some disadvantages of its lack of capital as well as human resources; therefore, comparatively speaking, insufficiency of the management of labor-related laws or safety and hygiene problem.
For those small and medium-sized companies, the stipulations in labor standard law and its by-law as well as safety and hygiene regulations are way too complicated to understand and follow. This is why I intend to find an approach through literature review and interview with owners, human resources supervisors, safety and hygiene supervisors, and the inspectors to find out a better solution.
The results reveal that the commitment of owners to follow the law and regulations are the first priority. It is the responsibility of the human resources is being a bridge between employer and the authority to obey the law. It also serves as a mediator between employer and employees. PDCA is a guideline for those who handle safety and hygiene issues. Only through keeping on improvement can we make life better. Though being a small and medium-sized company, the objective is to get a win-win situation, so labors get better working condition and nicer working environment. |
