| Summary: | 碩士 === 國立臺灣師範大學 === 工業科技教育學系在職進修碩士班 === 96 === The goal of organizational development is to obtain the performance improvement. Organizations must assess their internal demand and external competitiveness in middle-ageand order to develop a sound development strategy. The staff is the implemental performer of organizational development strategy; therefore, a good development plan should include human resources development strategy to achieve development goals. Most of the middle-age and older staff with professional knowledge and ability to enrich the experience of enterprises should not be negated their contribute to the organization's development. Enterprises should consider the senior staff's value to avoid the larger waste of labor cost, and further more, affect the achievement of organizational development.
Therefore, the main purpose of this study is to explore how the organization develops the re-use stratagem of aged stuff, in middle-age and order to meet the organizational future development need and the senior staffs' career planning. This inquiry is through the qualitative research, under a single-case design, we interview two supervisors and two employees, and transcript the content into verbatim text. We process and analysis the data then we get the following conclusions:
1、Under to enhance the organizational performance, there are the six explicit demand to assess: (1) overcome the poor economy, (2) reduce labor costs, (3) make the best use of professional and technical advantages, (4) innovation and management of organization, (5) organizations' re-positioning (6) the usage of middle-age and older staff development.
2、In this case study, although the middle-age and older staff do not have specific career plans, subject are willing to continue to work under the consideration of the family economy and the allocation of time. Besides, they would like to work in the previous company due to the familiar environment and interpersonal relationships.
3、The re-use of aged human resources can meet the biggest demand for organization development. In middle-age and order to get the effective results, the re-use of middle-age and older in the human resources must under the proper planning. In this case study, we get seven strategies: (1) the use of human resources in senior citizens, (2) the re-hiring assessment of senior staff, (3) regulating labor cost, to re-hire the retired (4) unchanged welfare, but adjusted payment (5) award to production target achievement (6) re-design of position; (7) in-service education and training.
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