隨著產業結構環境的改變及知識經濟時代的來臨，企業對其專業人力的需求與日俱增，使得企業在使用派遣人力的需求逐漸多元化，派遣人力的運用已從早期的藍領基層勞動力或白領基層行政派遣逐漸轉變成具有專業技術性之人員或專業經理人等角色。

本研究之研究目的為二，一為探討目前國內專業人力派遣運用之現況，其二為探討目前國內專業派遣人力運用的管理機制，並以個案研究法進行探討，根據研究主題，訪問派遣三方，並對其訪談內容予以歸納分析。

本研究發現，派遣三方均認同專業人力派遣未來會成為人力派遣的發展方向，在專業人力派遣實務上則認為派遣公司需加強招募速度、專業度的提升，要派企業則為如何降低對專業派遣人員之差異性、合理評估專業人力派遣服務費及專業派遣人員薪資，專業派遣人員則希望提高與要派企業之互信基礎及提升工作成就感。就目前要滿足派遣三方的期待仍有許多挑戰，如何加強三方互動，使專業人員工作績效能與企業相連結，為派遣三方共同努力之目標。

With the transformation of the industrial structure environment and the coming knowledge economy era, the demand of enterprise for professional human resource is steadily on the increase, which makes the enterprise have diversified needs on manpower dispatch. In regard to the application of manpower dispatching, it has been transformed from the early labor force of blue-collar employees or the administrative personnel of white-collar staff in the basic level to the roles of skilled professionals or professional managers.

There are two objectives in this research. The first objective is to probe into the current situation of professional dispatching, and the second is to probe into the management mechanism of professional dispatching in Taiwan, which are probed in the case study method on the basis of its research subject, interviewing the third dispatched party, and the interview details will be concluded and analyzed.

It is discovered in this research that the dispatch triplicities think that the professional dispatch will become the development direction of manpower dispatch in the future. It is thought that dispatching agency should pick up the speed of recruitment and improve the professional degree in the practice of manpower dispatch. The ready-dispatch enterprise plays the role of reducing the otherness of professional dispatched personnel, the service charge of reasonably assessing the manpower dispatch, and the payment of professional dispatched personnel. And the dispatched personnel hope to strengthen the basis of mutual trust and improve the sense of job achievements. There are still a lot of challenges to meet the requirement of the dispatch triplicities. It is the common goal to find how to strengthen trilateral interaction and make the performance of professional
live up to the standard of enterprise, which are the concerted efforts of dispatch triplicities.

目錄
第一章 緒論 ...................................................... 1
第一節 研究背景 ................................................ 1
第二節 研究動機 ................................................ 5
第三節 研究目的 ................................................ 8
第二章 文獻探討 ................................................. 10
第一節 人力派遣的定義及概念 ................................... 12
第二節 人力派遣的形成及發展 ................................... 19
第三節 人力派遣的背景及類別 ................................... 31
第四節 人力派遣的管理機制 ..................................... 36
第三章 研究方法 ................................................. 41
第一節 個案研究法 ............................................. 42
第二節 研究流程 ............................................... 43
第三節 研究過程 ............................................... 44
第四章 研究結果 ................................................. 48
第一節 專案人員派遣之運用現況 ................................. 48
第二節 專案派遣人員之管理 ..................................... 73
第五章 結論與建議 .............................................. 101
第一節 研究結論 .............................................. 102
第二節 研究建議 ........................... ................... 106
第三節 研究限制與後續研究限制................................. 110
參考文獻 .........................................................112
附錄一 訪談問題大綱 .............................................118
附錄二 訪談文字稿 ...............................................120

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