每家企業都需要一定的人力配置提供勞物與生產產品，來維持企業經營與成長。大部分企業都希望找到一種最合適企業經營策略與市場需求的組織，維持穩定人力資源績效。然而現今工商業社會快速地變遷，企業體往往必須不斷地調整腳步，方能因應各項內在與外在的改革，維持永續經營的目標。

在台灣，企業界正面臨漸趨國際化的競爭壓力，對於人力資源規劃以及人事成本的考量格外精打細算。採取彈性、臨時僱用制的人才派遣系統因為可以替企業主省去可觀的資遣費及退休金成本，逐漸被國內企業所重視，人才派遣公司的規模也擴及各行各業。「人力派遣」一詞在近兩年來不斷地被企業界及相關學界提及。在日本，該國政府早已針對人力派遣服務於1985年頒布勞工派遣法，放眼國內研究文獻，針對人力派遣所做的研究顯然不多，針對人力派遣在人力資源管理議題上的相關研究實可說是少之又少。

本研究試圖以個案研究之方式針對人力派遣在國內的實際運作狀況做一探索性的研究，並針對目前在國內執業的台資派遣企業及外資派遣企業在人力派遣實際的運作上的差異做一深入比較及研究。再者，本研究希望在將來為國內的企業界及派遣企業提供具實用價值的建議，也希望為國內未來在此一領域的研究學者提供有用的相關資訊。

本研究發現：
1. 在派遣勞工背景組成方面，外資派遣企業旗下的派遣勞工平均教育程度較台資派遣企業派遣勞工來得高，其他面向則無顯著差異存在。
2. 在人力資源管理相關議題方面，外資派遣企業在派遣勞工的教育訓練、福利發放以及績效評估的設計與做法上較台資派遣企業更為周詳。

Now days in Taiwan, companies are all facing the great stress of competition from global competitors; therefore, every company is looking for solutions of reducing the cost, every aspects of costs. Employment cost is one of the costs. By using dispatching services or by cooperating with dispatch industries, companies shall save more fixed costs of employment, retirement fee for example. For the basic reason mentioned, dispatch industries have become one of the most popular industries, providing dispatch services which fits corporation’s needs of reducing employment costs.

In Taiwan, not so much related article were found discuss about what cross-national factor does effect the services that dispatch industries provide differently, and how they appears.

Case study will be adopted in the research. We try to sketch the outline of the local dispatching industry through the method and compare the similarities and dissimilarities between dispatching companies that was from different mother nation that provide the same services in Taiwan.

From the research, we could conclude that:
1. Employees from different mother nation’s dispatching companies appears no dissimilarities in the aspects of their average age and background; but they do have dissimilarities on their level of education.
2. Dispatching companies from nations other than Taiwan are all having a delicate training system, benefit plan and performance evaluation system than local dispatching companies.

第一章 緒論
第一節 研究動機………………………………………………1 - 2
第二節 研究目的…………………………………………………..2

第二章 文獻探討
第一節 「人力派遣」的定義…………………………………3 - 9
第二節 人力派遣業之成因…………………………………10 - 13
第三節 人力派遣業的發展…………………………………13 - 15
第四節 派遣勞工之背景組成………………………………16 - 19
第五節 人力派遣相關之人力資源議題……………………20 - 26

第三章 研究方法
第一節 研究流程…………………………………………………27
第二節 研究對象……………………………………………27 - 38
第三節 研究主題…………………………………………………39
第四節 操作型定義………………………………………………40
第五節 研究工具…………………………………………………41


第四章 實證分析
第一節 個案公司派遣勞工的背景組成……………………42- 48
第二節 個案公司招募與徵選派遣勞工做法之分析比較…48- 55
第三節 個案公司施以派遣勞工教育訓練做法之分析比較55- 65
第四節 個案公司派遣勞工之薪資與福利狀況之分析比較65- 77
第五節 個案公司對派遣勞工進行績效評估做法之分析比較….77- 87

第五章 結論與建議
第一節 研究結論……………………………………………88- 93
第二節 研究建議……………………………………………93- 97
第三節 研究限制……………………………………………97- 98

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