| Summary: | 碩士 === 東吳大學 === 社會工作學系 === 108 === Taiwan’s elderly population is gradually being taken care of by foreign home care workers due to an aging population and changes to family structures. However, some issues occur when foreign home care workers enter Taiwanese families, one such issue is insufficient caregiving skills. Scholars referenced literature dating from before 2011 and discovered that foreign home care workers are given nearly no pre-employment training and that governments hope for agencies to perform job training autonomously. Scholars discovered that after 2012, migrant workers did usually receive pre-employment training but the contents of these courses were different from their actual work in Taiwan. In terms of job training, there is a desire to let long-term care policy dictate job training for foreign home care workers. Taiwan’s government began implementing job training for foreign home care workers in 2017 as a solution to address the insufficient caregiving skills of foreign home care workers.
This study conducts preliminary research into the supplementary training of foreign home care workers; the study aims to understand current implementation of these supplementary training courses, their training methods, and challenges to implementation. Accordingly, this study utilizes in-depth interviews and the sampling method “snowball sampling” on the research subjects of 12 agencies that conducted supplementary training in 2018 and the employers that participated in the training. Ultimately, 4 training agencies and 3 employers were willing to participate in this study.
This study’s conclusion to the background and motivation of training agencies and employers, the status of supplementary training, their results, the impact of self-payment, review of supplementary training, and discussion of policy suggestions are as follow: (1) The employers interviewed were very satisfied with supplementary training while the training agencies interviewed gave very polarized reviews of supplementary training. (2) Employers are unwilling to participate in supplementary training unless the requires no payment. (3) Promotion of supplementary training is insufficient. (4) Pre-employment training must be improved. Based on the conclusions of this study, it is suggested: (1) Training fees should be subsidized in excess. (2) Improve the promotion of supplementary training. (3) Include testing measures for pre-employment training.
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