||Labor Flexibilization means, responding to the trend of globalization, for remaining competitiveness and productive efficiency, enterprise generates multiple combination of labor form. International Labor Organization (ILO) issued multiple combination of labor form, including the following scope:
1. Reduce quantity of long-term labors (core human resource).
2. Increase proportion of temporary labor (non-core human resource).
3. Increase employment of female workers, in-tern workers and foreign workers.
4. Outsource part of manufacture combination.
5. Outsource part of labor services.
6. Add execution of flexible working hour project.
7. Add usage of flexible wage project.
According to the above concepts, labor flexibility includes four types – labor source flexibility, manufacture and service process flexibility, working hour flexibility and wage flexibility.
1. Labor Source Flexibility: in addition to irregular-term labor, includes temporary, short-term, seasonal, special regular labor, female labor, 15-or-more-year-oldchild labor, part-time labor, contractor and foreign labor;
2. Manufacture and Service Process Flexibility: Outsource part of manufacture combination and services;
3. Working Hour Flexibility: includes designated responsibility working hour, shift working hour, exceptions of normal hours, flexible on-duty and off-duty time, reduced working hour, composited working hour, and etc.;
4. Wage Flexibility: includes wage for part-time and by case, and encourage paying rewards and bonus.
In the trend of globalization and knowledgeableness, traditional labor type cannot response to the current social demand. Furthermore, industry status gradually changes from traditional industries, such as primary industrial sectors and secondary industrial sectors, to Tertiary industrial sectors based on service industry, so that labor flexibility has become a new trend.
||Rogovsky, N., & Tolentino, A. (2010). Sustainable enterprise promotion through good workplace practices & human resource management. Retrieved from http://www.ilo.org/empent/Publications/WCMS_101331/
Chowdhury, I. A., & Rahman, A. (2007). Labor flexibilization and globalization: Changes in traditional human resources management Daffldil International University. Journal of Business and Economics, 2(2). 31-40.
- D049 非典型雇用
- D071 勞動彈性化