數位技術應用之人才發展：台灣中小企業需求與政策建議

Talent Development Strategies for Digital Technology Deployment: Needs of Taiwanese SMEs and Policy Suggestions

林蒧均(Chen-Chun Lin)；余佩儒(Pei-Ju Yu)；温蓓章(Pei-Chang Wen)；薛曉珊(Hsiao-Shan Xue)

數位技術 ； 中小企業 ； 勞工技能 ； Digital technology ； Small and medium enterprise (SME) ； Labor skill

勞動及職業安全衛生研究季刊

29卷2期（2021 / 06 / 15）

64 - 86

繁體中文

當前對勞動政策最重要的挑戰之一，來自於數位技術應用的議題。勞動政策關切焦點應在於：數位技術驅動之勞動性質、工作性質的轉變；以及，理解企業需要那些數位技能、如何取得，以及勞工技能如何提升。在此認知下，本研究檢視國內中小企業數位技能需求，並以製造業和服務業各五家中小企業個案分析，掌握企業如何在資源有限的現況下，依據各自的數位發展程度和未來展望，確認數位技能需求的優先順序、再策略性地選擇數位技能取得的途徑。再者，考量既有人力在職培訓與招聘之權衡、或是靈活運用外部資源補強階段性需求的數位技能。最後，由此提出協助政策應涵蓋三領域。第一，從教育與職能發展上，建立新興技能通才指標、分級、職能基準，以及定期更新未來數位能力需求。藉以協助中小企業確認數位技能需求。第二，從中小企業取用數位技能的實務應用面，對企業提供資源、使之能夠運用外部技術資源，以即時性、有效性的補強階段性數位技能需求。第三，對勞工技能提升而言，建議要擴大企業培訓資源的外溢效果、強化職訓課程與實習課程的銜接。

One of the most crucial challenges to modern labor policy is issues attached to digital technology (DG) deployment. From the viewpoint of labor policy, concerns shall be on labor quality driven by DG, changes of work attributes, and understandings of digital skill (DS) required, how firms can get it, as well as how labor skills can be enhanced. Against this backdrops, DS needs of domestic small and medium-sized enterprises (SMEs) are investigated in this study. Five cases for each manufacturers and service SMEs are used to understand: how the firm is confined by limited resources, how DS needs are prioritized based on enterprise specific level of digital development and prospects, and how selective DSs are strategically attained. In addition, how the firm balances itself between talent training and recruit, or leverages resources out of the company for gapping required DSs at the time. At the end, it is suggested that government policies can extend to three aspects. First, to education system and national competency standards, it is necessary to construct and periodically refine a set of comprehensive-understanding performance index and skill classifications for emerging technologies. Second, to SMEs, talent policy supports resources for complementary DS out-sourcing may present practical effectiveness with timelessness. Third, to labor training program, large cooperate training resources sharing with SMEs and connecting vocational training program with internship are advocated.

1. Arntz, M,Gregory, T,Zierahn, U.(2016).OECD social, employment and migration working papersOECD social, employment and migration working papers,OECD Publishing.
2. Frey, CB,Osborne, MA.(2015).,未出版
3. Frey, CB,Osborne, MA.(2013).,未出版
4. Frey CB, Rahbari E. Do labor-saving technologies spell the death of jobs in the developing world? Prepared for the 2016 brookings blum roundtable. 2016. Available from: URL: https://www.brookings.edu/wp-content/uploads/2016/07/Global_20160720_Blum_FreyRahbari.pdf, accessed 2019/11/28.
5. NRI，日本の労働人口の49%が人工知能やロボット等で代替可能に，株式会社野村総合研究所'2015/12/2。 Available from: URL: https://www.nri.com/-/media/Corporate/jp/Files/PDF/news/newsrelease/cc/2015/151202_1.pdf, accessed 2019/11/28.
6. 山本勳，第3回労働政策審議会労働政策基本部会資料2，AIが日本人の働き方に与える影響に関する論点整理，2017年12月5日o Available from: URL: https://www.mhlw.go.jp/file/05-Shingikai-12602000-Seisakutoukatsukan-Sanjikanshitsu_Roudouseisakutantou/0000186904.pdf,accessed 2019/11/19。
7. 山藤昌志，大ミスマッチ時代を乗り越える人材戦略第3回:2軸・4象限で示す日本の人材ポートフォリオの姿'MRlエコノミックレビュー，三菱総合研究所，2018.08.23 o Available from: URL: https://www.mri.co.jp/knowledge/insight/20180823.html. accessed 2019/11/27 o
8. 中華經濟研究院,提升我國人力資本發展(2019)。,臺北市:勞動部勞動及職業安全衛生研究所。
9. 北原聖子，AI等の技術が労働市場に与える影響に関する内外の研究動向について ESRI Research Note N0.43，内閣府経済社会総合研究所，December 2018。 Available from: URL: http://www.esri.go.jp/jp/archive/e_rnote/e_rnote050/e_rnote043.pdf,accessed 2019/ll/28。
10. 岩本晃一(2018)。AIと日本の雇用。日本経済新聞出版社。
11. 武田洋子，第12回労働政策審議会労働政策基本部会資料2「技術革新AI等の動向と労働への影響等について」'2019年2月5日。Available from: URL: https://www.mhlw.go.jp/content/12602000/000476534.pdf,accessed 2019/11/19。
12. 經濟部(2019).108年中小企業白皮書.臺北市:經濟部中小企業處.