我國行政機關向採「員工分制」之管理模式，職務設計不同、待遇條件迥異的工友角色因機關生態蛻變，加上「勞動基準法」打破工友管理制度之原始設計，賦予工友組織工會之團結權，間接造成工友與公務人員待遇、福利及管理上的失衡，為解決困擾，行政院人事行政局在多方考量下，以「工友管理要點」取代「事務管理規則」，但「工友管理要點」之位階不及「勞動基準法」，導致工友管理上產生許多紛擾。 政府經費源自預算，待遇、福利及相關之管理法規係由中央機關訂定通令全國一體適用，工友之工作權在適用「勞動基準法」前歷經多次審慎研議訂定，其待遇、福利措施、勞動條件有「事務管理規則」、「全國軍公教員工待遇支給要點」等法令規範，其權益己受保障，而今行政機關全然適用「勞動基準法」及相關法規後，不僅工友工作規則內原優於勞動基準法之勞動條件未降低，低於勞動基準法者亦配合調整，加上勞資協商機制及工會運作，使工友待遇條件不降反昇，也限縮了機關管理空間。 / Our government agency adopts the different patterns in managing civil servants and workers. The role of workers has different positions and compensation conditions because the agency environment has changed rapidly; moreover, the Labor Standards Act breaks the initial worker management regulations, which allows the united rights of workers organizing a union, and indirectly causes the imbalance between the workers and civil servants on compensation, benefits and management. In order to find the solution, Central Personnel Administration tried to consider and adopt the ”Worker Management Plan” to replace the ”Affairs Management Regulation”; however, the law level of ”Worker Management Plan” is not as ”Affairs Management Regulation”, which encounters a lot of problems on managing workers. The government expenses come from a budget. The compensation, benefits and related management regulations are decided by Central Government and applied to every agency all over the country. Before the legislature agency applies the “Labor Standards Act” to work rights of workers, it went through a several times of canvass already. The compensation, benefits and labor conditions are regulated by the “Affairs Management Regulation ” and ”Civil servants, Military personnel and Teachers on Compensation Plan”, and within the right and interest protection. Whichever the national government administrative agencies assume “Labor Standards Act” and related codes, are not only the working conditions of the ”Worker Management Plan” which is superior to the “Labor Standard Act” (which hasn’t been modified), but also the ones below which are adjusted co-operatively. Furthermore, with the mechanism of labor and capital negotiation and the operation of labor unions, this enables the worker compensation conditions to upgrade and reduce the management space of government agencies.

人力資源是各行政機關、學校的基本要素，也是國家最重要的資產，機關管理的核心。而公務體制中最基層的編制內工友人力管理卻仍未有完整建制，僅依據事務管理規則、勞動基準法及相關行政規定辦理，因此，本研究希望達成的研究目的：1.瞭解事務勞力替代方案、勞動基準法實施前後，工友管理制度的變遷、現況及缺失。2.探討未來工友管理體制因應之道及如何提昇管理工友之行政效能。 本研究透過文獻回顧及管理實務上的問題，以交通部（含所屬各行政機關）的個案分析，對管理者及工友代表進行深度訪談，瞭解工友管理所面臨相關問題與改進建議之看法。 主要之問題為1.工友餉級與薪點問題。2.管理指揮系統紊亂，缺乏有效監督的問題。3.工友名稱問題。4.各類機關工友設置標準仍應全面檢討員額精簡問題。5.工作分配仍有不均，人力仍未充份有效運用等問題。6.工友優惠資遣退休政策推展成效問題。7.勞工退休金制度選擇新制或舊制應注意事項。8.工友建制存廢問題。 我國行政機關工友管理制度之探討經本研究發現，在執行上如從1.技工工友薪資結構改革方案。2.工友管理事項予以統一規範。3.工友名稱4.加強實施員額管制及委託外包。5.改進工作分配。6.鼓勵工友自願退離方案。7.選擇勞工退休金新制舊制注意事項。8.工友建制存廢進行研議。實務面向改善，並針對所發現問題提出研究建議，期使工友管理制度更臻完善。 / Human resources are the fundamental elements of every administrative organization and educational institution, as well as the most essential asset of a country, and the core of organizational management. Under the fundamental organization of public affairs system, the management of maintenance worker is still incomplete, handled only by relevant administrative regulations such as Management Affairs Regulations and Labor Standard Law. Hence, the research expects to achieve the following objectives: 1. Understand Replacement Policy of Affairs Labor, and the transition, current status, and deficiency of maintenance worker management system before and after the execution of Labor Standard Law. 2. To discuss future maintenance worker management system, and ways to enhance the administrative efficiency of maintenance worker management. The research will analyze the case study from the Ministry of Transportation and Communications (including affiliated administrative organizations) through documents and practical management problems. The research will proceeds in-depth interview with the management and maintenance worker representative in order to understand relevant problems encountered in maintenance worker management, and to provide suggestions for improvement. The main problems include: 1. the salary of maintenance worker. 2. Management command chain chaos, lack of efficient supervision. 3. The name of maintenance worker. 4. Overall streamline quota review, and the employing standard of maintenance worker from various organizations. 5. Disproportionate division of labor, inefficient deploy of manpower. 6. The effectiveness of promoting preferential retirement policy of maintenance workers. 7. Notes to consider when selecting new or old Labor Pension Act. 8. The abolishment of maintenance worker system. The research finds that the maintenance worker management system of administrative organizations can be perfected after the improvement from the practical domain, as well as from the suggestions provided for the following problems: 1. Salary structure reform of technician and maintenance worker. 2. Standardized maintenance worker management regulations. 3. The name of maintenance worker. 4. Strengthen quota control and OEM. 5. Improve the division of labor. 6. Encourage maintenance worker to retire voluntarily. 7. Notes to consider when selecting new or old Labor Pension Act. 8. The abolishment of maintenance worker system.