隨著全球化與知識經濟來臨，加上就業結構的轉變，各國均訂定積極政策以極力爭取專業技術人才，因此專業技術人才的跨國遷移也更受矚目。根據經建會推估，我國未來人力供需將持續呈現高級專業技術與管理人力缺乏的現象，而延攬外籍專業技術人員是最快速解決人力短缺問題的方法之一。 外籍專業技術人員來台工作對於國內可能會產生正負面的影響，應在正面效益大於負面影響的基礎下，使其替代性達到最低是一大重點，又如何有效吸引外國專業技術人員移入並鼓勵企業延攬外籍專業技術人才，提供產業所需與並維持我國經濟成長與競爭力，實為當務之急。 為了進一步提出一套有效吸引外籍專業技術人員來台的政策，本研究嘗試透過文獻分析法以及比較法與亞洲主要國家之相關延攬人才政策進行分析比較，再根據深度訪談的發現與結果，以了解目前我國在引進外籍專業技術人員的政策推行上不足之處，以及政策在實際操作執行上可能造成的負面影響與違法現象。 經由相關文獻與訪談之分析，發現目前我國政策的推行與執行上仍有許多問題存在，而從企業與政府兩方面立場差異之不同，必須兼顧雙方之權益，提出政策面以及生活環境面的誘因及相關配套措施，以提高外籍人士來台以及企業聘僱外籍人士之意願，並成功延攬我國所需的外籍專業技術人員來台工作。最後本研究嘗試進一步從研究結果與發現中提出建議，以作為未來政策修改的參考方向。 關鍵字：外籍專業技術人員、跨國遷移

目前世界上遷徙勞工模式，以南-北遷徙模式為主，而輸入國則為北美地區或歐盟，主要從事高科技業、製造業、服務業或低技術工作。對於遷徙勞工之保障，不論是國際勞工組織、世界人權宣言、歐洲人權公約或經濟社會暨文化權國際公約，都認為對於移工不能有所歧視，其勞動權益應給予與本國勞工相同之對待，因此，對於工作機會及日後的退休生活皆應給予保障。例如國際勞工組織第157號公約認為各會員國應在有關會員國雙方協定之條件下，依照有關履行義務之雙邊或多邊協約，履行其應有義務。而協約內容，應可包括互惠之規定、適用人員種類或各會員國之社會安全機構之合作。 觀察各國作法，國際中對於專業技術承認，主要為證照及學歷認可，分為國與國間承認或民間承認兩種型態，前者多為自由貿易協定，後者則為相關公約。以美國自由貿易協定為例，除了在協定條文中承認協約國教育或相關工作經驗，對於承認之細節，則規範於附則中，包括教育、考試、工作經驗、工作倫理、專業技術發展及再認證，並且於每三年檢討承認之標準與程序。民間承認則可分為學歷承認及專業技術承認兩種公約，其共同點在於皆希望能建立可比較之認證判斷標準、政策及制定程序。本研究認為，簽訂專業技術承認前，應分析個別行業或職業之整體培養過程，此外，專業技術承認首先要做市場調查，其次則應朝向更細部規範，例如簽定後要做定期意見交流及分享認可方式之判斷標準，才能達到教、訓、檢、用合一之精神。最後，本研究亦認為，專業技術承認不會是吸引外國人才流入之主要原因，而是要積極處理勞動條件、產業結構或教育體系問題。 社會安全協定方面，可分為單國自行規範、雙邊協議或多邊協議等作法，移工消除雙重繳費及年資合併則規範於國與國之間之社會安全協定中。惟我國在協約簽訂尚在評估階段，故本研究建議，應檢討國內各種保險間之差異，之後才能針對社會安全協議之更種層次，與他國做協商談判。此外，假使考慮跟中國大陸簽訂社會安全協定，若能解決大陸勞工來台問題，則可積極與大陸簽訂社會安全協定，以保障至大陸工作之勞工權益。對於協約談判時的合併要件，應以工作年資作為合併基礎，始能符合勞工保險之立法目的。此外，若與他國簽訂社會安全協議，應考慮是否有正式邦交關係，若無，則給付建議以一次金方式給予。最後，假使社會安全協議無法順利談成，可先規劃較彈性之移工權益保障政策，例如更彈性的給付方式或透過單國間的立法保障移工權益。 綜上，本研究之建議如下： 一、 專業技術承認應著重於內容分析。 二、 討論專業技術承認後之配套措施。 三、 做好社會安全協定簽訂前之評估。 四、 規劃社會安全協議以外政策。 五、 考慮與中國大陸簽訂社會安全協定。 / The South-North is the main migrant patterns in the world, and most of them work in the North America or EU. For the protection of migrants, no matter in the ILO、Universal Declaration of Human Rights、European Convention on Human Rights or International Covenant on Economic, Social and Cultural Rights , all of them rule that any country or person can’t discriminate against migrants. And must give them the equal opportunity to nations.For example, the convention(No.157) concern that members may give effect to their obligations by bilateral or multilateral instruments In the worlds, most of countries make recognition of qualification through bilateral agreement or Free Trade Agreement, those recognition conclude the education、examination、experience、work ethics and qualification re-development. And through interview, most of experts consider that if we want to make the recognition of qualification, it must have full investigate before sing the agreement. In the end , the research suggest that the recognition is not the main reason to appeal to high skilled migrants, it’s important to upgrade the work condition and education environment in Taiwan . On the other hands, social security agreement can divide into unilateral、bilateral or multilateral agreement. But in Taiwan, whether sign the agreement with other countries or not, It must have full investigate also. Such as the financial problem or the different between all kinds of insurance in Taiwan must be solved. Furthermore, if we don’t sign any social agreement with other countries, a flexible remittance from other countries is good policy substitute for social security agreement. According to the above findings, we suggest： 1. Qulification recognition must focus on the details. 2. Discuss how to form a complete set after signing recognition. 3. To have a full investigation before sing social agreement. 4. To consider a policy for social security agreement. 5. To consider sign social security agreement with China.

企業為了不斷成長並追求永續經營，並因應快速變化的外在環境與日趨激烈的國際競爭，需不斷地加強或擴增員工的知識、技術及能力，因而建立短期與長期性的人才培育之訓練有其重要性。 國際級工程案競爭越形激烈，尤其有韓國工程公司競爭性策略搶標及大陸崛起積極跨入國際市場之隱憂，加上客戶在維持高品質及持續壓縮工期之需求，個案公司(簡稱以下A公司)成長及獲利空間均受到嚴苛的挑戰。為提昇在國際上競爭力，A公司設計部必須面對培植具豐富工程經驗及國際級之設計人才問題。而目前面臨5年以下經驗工程師達人數比例佔42%以上(即年輕工程師比例偏高) ，7~15年經驗工程師人數佔10%相對偏低之M型人力結構及未來幾年面臨退休潮，如何加速培育年輕工程師須具備世界級的專業技術及落實資深工程師經驗傳承，達成各職級人力結構合理化，提升設計品質，為A公司當務之急。 為能瞭解A公司現行各項教育訓練之效益，揭示員工對A公司教育訓練方式的意見或需求，本研究採用問卷調查並分為五大類，第一，專業技術訓練的同意度與重要度；第二，經驗傳承的同意度與重要度；第三，跨部門訓練的同意度；第四，管理訓練的同意度；第五，英文能力方面的同意度。以上各問項再與人口統計變數做交叉分析，尋求出目前教育訓練之成效如何及提出改善建議。 其中專業技術訓練與經驗傳承再將每個同意度和重要性的問項平均後做出二維分布圖(IPA分析圖)，利用同意度和重要性整體的平均切割分成四個區域，即優越區、過剩區、優先改進區及建議改進區，尤其問項落在優先改進區、建議改進區及過剩區時，則進一步進行原因分析及提出改善建議。 對跨部門訓練、管理課程與英文能力等問項，則以同意度與人口統計交叉分析結果，根據其滿意度程度及卡方檢定(Chi-Square Test)結果有統計上顯著差異關係之受訪者基本資料提出改善建議。 / Enterprises need to continuously enhance knowledge, skills, and abilities of their employees for sustainable business development and adapting to rapid changing environment as well as fierce international competition. The importance of developing short-term and long-term talent training programs is thus recognized. Under some unfavorable conditions, which include keen competition in global EPC (engineering, procurement and construction) industry, Korean engineering companies’ strategic bidding, mainland China contending in international markets, clients’ request for quality and compressed work schedule at the same time, etc…, the case company (designated as company A) is facing severe challenges in achieving profitable growth. The company A must cope with the problem of cultivating world-class and experienced talent to promote its competitiveness in international markets. It’s the company A’s top priority to tackle the engineering talent gap at the range of seniority between 7 to 15 years (10%) whereas the young engineers with less than 5 years of experience account for more than 42% of its talent pool and engineers will retire that are increased in near future year. It’s important for the company A to professionalize young engineers, facilitate knowledge transferring, and optimize its staffing structure. A questionnaire survey research was undertaken to understand the effectiveness of the training programs and reveal the employees’ opinion or request on the training activities of the company A. The questionnaire variables were classified into five categories: 1. degree of agreement and importance of professional skills training; 2. degree of agreement and importance of intergenerational transfer of experience; 3. degree of agreement on cross-disciplinary training; 4. degree of agreement on management training; 5. degree of agreement on English competency requirements. Demographic variables were used to cross analyze the survey result. The analysis was also used to find the causes of training deficiency and to explore improvement ideas. The survey results of questionnaire variables in the first two categories, degree of agreement and importance of professional skills training and intergenerational transfer of experiencewere, were used to develop two-dimensional scatter diagrams (IPA matrices). The mean ratings of degree of agreement and importance were plotted in a two-dimensional grid to produce a four-quadrant matrix that identifies areas of Keep Up the Good Work, Possible Overkill, Concentrate Here, and Low Priority. Causes and improvement plans were further investigated for variables situate in the quadrant Concentrate Here, Low Priority, and Possible Overkill. For the survey results of questionnaire variables in the other three categories, degree of agreement on cross-disciplinary training, management training and English competency requirements, cross tabulation analyses using demographic variables were performed. According improvement plans were proposed for the respondent demographics when statistically significant differences between the degree of satisfaction and chi-square test result were observed.