| Summary: | 碩士 === 國立高雄應用科技大學 === 資訊管理系碩士在職專班 === 106 === In the calculation of Taiwan’s population in August 2016, National Development Council estimated that the median age of the population in Taiwan will exceed 50-year-old in 2035. That is, half of the country’s population is over 50 years old. In human resources survey by Executive Yuan’s Directorate-General of Budget, Accounting and Statistics , the proportion of middle-aged workers in the country’s total employment has gradually increased from 22.5% in 1993 to 34% in 2010. In the employment environment, the impact of declining birthrate and ageing, and the labor shortage in the job market has prompted the government to continue to promote the return of middle-aged workers to the job market in recent years. In an attempt to increase the proportion of the middle-aged population, and the labor force in the job market is facing insufficient activity to make up for the shortage of the market by middle-aged workers.
The purpose of this paper is to seek to understand the different types of middle-aged job-seekers by analyzing the employment of middle-aged job-seekers to public employment service agencies, their relevance to employment, and the limited availability of employment services. The analysis of big data and the understanding of the relationship between the characteristics of middle-aged job-seekers and employment will enable them to invest resources in reasonable service strategies. This study attempts to use data mining technologies to explore more than 30,000 records of middle-aged job seeking information in public employment service agencies, using correlation rules and decision tree algorithms to analyze the relationship between basic job search data and employment, and to understand the characteristics Relevance. The findings of the study showed that firstly, the relationship between the middle-aged job-seekers who receive an unemployment benefit and the failure to find employment is obvious. Second, differences in job-seeking areas will lead to differences in employment rules for middle-aged job-seekers. Third, different age, gender, and academic rules are required for different types of desired work. Finally, the young middle-aged is still more advantageous in employment, and its demarcation point is about 50 years old.
The result suggested that when we understand the relevance of various data and employment, we can develop appropriate employment service models to promote reasonable government policies. In the service of the employment attendants, the use of various government subsidy schemes to assist the employment in the cases of difficult employment can improve the employment situation of middle-aged workers.
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