本研究探討老人福利機構在現今社會裡，老化逐年攀升而出生率卻逐年下降的現象中，機構面臨各類專業人力需求高，有效運用策略性人力資源發展的概念，來檢視專業人力之培育，實現組織照顧老人的使命「忠於所託、一如親顧」，提升老人福利機構的組織效能。 本研究希望透過質性研究方法，藉由研究個案中，現職在老人福利機構工作多年，及不同職務之主管，以半結構式深度訪談的方式，並且增加次級資料整理及分析，探討照護專業人力招募及管理之方法，使其擴展人力資源有效管理之研究。 歸納分析及研究發現1.老人福利機構專業人力多元，為達培訓目的研究個案機構自辦教育訓練，提高工作人員上課意願，達到「訓有所用」。2.老人福利機構人才的留任薪資是重要的因素，工作表現佳機構有不定期獎金也會適時調整薪資，機構裡顯現同工不同酬，為激勵照護團隊的工作效能，並透過獎金支付制度獲得公平報酬，以符合員工心目中的期望，重質不重量的留才策略，切實的穩定人才留任。3.提升職能的專業度，才能改變照護工作是傭人工作的錯誤社會價值觀，推動技能分級檢定，提供年輕人有制度的升遷規劃作為人才培育激勵，創造有發展性職涯前景。4.導入照顧資訊管理系統，讓智慧科技設備來提升管理效能，簡化人力的負擔，運用助行輔具協助長輩生活自主訓練，才能讓照護更輕鬆更完善。 This study explores the phenomenon that the welfare institutions for the elderly in today's society are aging year by year and the birth rate is declining year by year. The institution faces the high demand for various professional manpower and effectively uses the concept of strategic human resource development to examine the cultivation of professional manpower. Organize the mission of caring for the elderly ＂to be loyal to the care, as close as possible＂ to enhance the organizational effectiveness of the welfare institutions for the elderly. This study hopes that through the qualitative research method, through the research case, the current position is a supervisor who has worked for many years or in different positions in the elderly welfare institution. In the form of semi-structured in-depth interviews, and increase the secondary data collation and analysis, explore the methods of human recruitment and management of nursing professionals to expand the research on effective management of human resources. Inductive analysis and research findings: 1. The welfare organizations of the elderly are diversified in professional manpower. They study the self-education training of casework institutions for training purposes and enhance the willingness of staff to attend classes to achieve ＂training＂. 2. The retention of salary of the welfare institutions of the elderly is an important factor. The performance of the institutions with irregular bonuses will also adjust the salary in a timely manner. The organization will show different pay for equal work, which will stimulate the effectiveness of the care team and obtain fair compensation through the bonus payment system. In order to meet the expectations of employees, the strategy of retaining talents that are not heavy and heavy, and the stability of talents. 3. To enhance the professionalism of the function, we can change the wrong social values of the work of the servant, promote the grading of the skills, and provide the promotion plan for the young people with the system as a talent cultivation incentive to create a promising career prospect. 4. Introduce a care information management system to enable smart technology devices to improve management efficiency, simplify the burden of manpower, and use assistive aids to assist self-training for elders to make care easier and more complete.
