瑞典是世界上最早開始實施積極勞動市場政策的國家之一，同時也是目前世界上最致力於實施積極勞動市場政策的國家之一。積極勞動市場政策在瑞典的勞動就業中佔有重要地位，並且也是瑞典勞動就業政策以及瑞典模型的一個基本特徵。瑞典積極勞動市場政策充分開發並利用了邊緣勞動力，提高了勞動參與率，促進了不同部門之間勞動力的合理配置,但其高昂的支出也加重了財政負擔，減少了正規就業。 換言之，積極勞動市場政策已成為瑞典經濟與政治政策的註冊商標。回顧1930年代具體的制度措施，有助於解釋近年來瑞典如何成功地結合高福利與經濟增長和高就業水準。對充分就業承諾與以積極的態度來面對開放經濟所帶來的結構變化，其最終目的在於保障就業。而在此體制的背後是強大的社會合作夥伴奧援。儘管全球化對瑞典模式造成不少壓力，惟最近的經驗顯示瑞典模式是可持續的。 雖然在促進就業方面瑞典所採行之政策與我國有若干相似之處，包括強調積極勞動市場措施的重要性，對直接僱用、薪資補貼與職業訓練投入大筆經費等，但他山之石可以攻錯，就瑞典積極勞動市場政策之探討結論本研究提出以下建議：（一）就業能力與方案類型存在一定的關聯性，故應對方案參與者有較多評估，並協助其選擇及參與適當的促進就業方案以及注意不同促進就業措施的競合關係，使之減少方案間排擠現象，發揮方案間加乘效果；（二）不同景氣狀況宜適用不同促進就業措施與建立完整方案參與者之長期追蹤資料庫，以利評估和政策導引；（三）調整積極性勞動市場措施之內容，縮減直接僱用的規模；（四）行政層級職掌分工與就業政策之彈性因應化；（五）修訂賦稅制度、促進工作激勵制度。 / Sweden is one of the countries in the world coming into force an active labour market policy at the earliest stage, and one of the countries with policy efforts which currently commits to carry out an active labor market policy. The active labor market policy takes an important position in Sweden labour market , and a main characteristic of Sweden labour market policies and Swedish Model. It develops and makes good use of the marginal labour force , improves the labour force participation rate , and promotes the rational allocation of labour between different departments. But its high expenditure adds to the financial burden , and reduces the formal employment . In words, an active labour market policy has been a trademark of Swedish economic policies. Specific institutional features which go way back to the 1930s help to explain why Sweden have been so relatively successful in recent years in combining high welfare with economic growth and high employment levels. A commitment to full employment and to an open economy brought about a proactive attitude towards structural change, aiming at protecting employment. The institutional framework behind is strong social partners. Even though globalization puts additional pressure on the system and demands ever more skilful political and economic governance, most recent experiences suggest that the model might be sustainable. To promote the employment, Swedish and Taiwan take some similar policy measures. Although there are a number of similarities, including the emphasis on active labour market measures, the importance of direct employment creation, vocational training and wage subsidies for large investment funds, there are still the followings worthwhile for our country to learn as an advice from others may help one’s defects.Therefore, this study makes the following recommendations:（a）there is a certain relevance between employability and the type of programmes. We need to assist participants to choose and participate in appropriate programmes to promote employment;（b）to pay attention to the promotion measures to reduce the crowding out among programs; make programs synergistic;（c）to adjust the contents of the labor market measures to reduce the scale of direct employment creation;（d）to take some employment measures according to differnt economic situation to promote employment and establish the long-term database of the programme participants to track and facilitate the assessment and policy guidance; （e）to amend the tax system to promote work incentives.

2008年金融危機，對全球經濟造成嚴重的衝擊，連帶影響勞動市場，青年失業問題日趨惡化，高失業率使許多青年放棄求職，或選擇繼續留在教育體系中，延後進入勞動市場。國際組織及各國政府皆致力於解決青年失業問題，我國也不例外，惟多年來我國青年就業情況卻未獲改善，是否我國的青年就業政策有不足之處值得深思。本研究主要針對青年失業問題與原因進行討論，亦欲藉由國際組織之建議及各國青年就業政策，來探討我國青年就業政策應加強之處，最後試圖從教育改革面向切入我國青年失業率升高之原因，並於文末提出建議。 / The global economy suffered a serious impact by financial crisis in 2008, also affected the labor market. The youth unemployment situation has been getting worse since 2008. Discouraged by high youth unemployment rates, many young people have either given up the job search altogether or have decided to postpone it and continue to stay in the education system. Both international organizations and governments have devoted effort to solve the youth unemployment problem─ our country is not an exception. But the youth unemployment situation has not improved for several years. Are there any insufficient in our country‘s Youth employment policy worth to think. This thesis focused on the problems and reasons of youth unemployment. Also discuss how to strengthen our youth employment policy and the high youth unemployment rates from the perspective of Taiwan's education reformation system. Finally, make recommendations to strengthen the current youth employment policy.

全球化影響下，造成企業型態改變，並對生產技術、資本自由流通與勞動力流動有極大的影響，同時，也使得國與國之間的競爭愈形激烈。因此許多國家，特別是歐洲福利國家，開始對勞動市場進行調整，並且對社會福利而做大幅度的變革，期望能夠藉此提高國際競爭力。在這些改革國家當中，以荷蘭與丹麥受到最多的關注，兩國在歐盟會員國中，有相當好的經濟成長率並維持低失業率，且兩國的勞工皆處於彈性化勞動市場，卻都還能保有其社會安全，因此在國際社會中，被視為施行彈性安全模式的典範。 本研究發現，（1）社會福利部分，雖然外界對於彈性安全多有正面的評價，但是荷蘭與丹麥社會福利卻是不斷的在縮減，不論是在給付金額或是在給付期間；（2）勞動市場的雇用形式，兩國呈現出迥然不同的發展，荷蘭的勞動市場朝向部分工時的方向發展，丹麥則呈現出平均任期短、流動性高（即轉職頻繁）及全職雇用為主的勞動市場發展趨勢；（3）在勞動市場的所得分配部分，兩國的勞動市場的不平等現象增加。 本文必須要強調，彈性安全之間的抵換看似公平，但其實並不然，這是值得我們深思。若台灣未來朝向彈性安全的方向發展，本文提出的相關建議如下，集體協商的力量，在我國一直都不被重視，也常常被忽略，不論是荷蘭或丹麥，其都有相當強大的集體協商力量，我國應該更重視勞工集體協商的權利，努力朝此一集體協商方向發展。其次，對於台灣日益擴大的非典型勞動僱用，應該要有更具體與周延的保護措施，以確保這些類型勞工不會因此而被不公平的對待。最後，我國需進一步的加強社會安全體制，惟有完善完整的社會安全體制，才有資格與空間來進行彈性化，否則在現階段的社會安全體制下，放寬管制、推動彈性化，對於勞動者而言，無疑是走在一條幾乎沒有的安全網的鋼索上，稍有不慎，便是粉身碎骨。 / The business patterns, production technique, the free flow of capital and labour mobility have been changed because of the globalization. At the same time, competition among the countries is increasingly. Many countries, especially the European welfare state, have began relaxing the labour law, meaning deregulation the labour such as free dismissal, flexible working hours etc,. They also have changed the social welfare substantially, including the unemployment payment. Through these measures which expect the country competitions will be improved. Among these reform countries, Dutch and Denmark surprised other countries, when many countries are suffering from increasing unemployment rate and job decrease. The Netherlands and Denmark are renowned as success example of combining flexibility and security both at the same time, in other words, success example of flexicurity. Through this research, we found: 1.Social Welfare. Some international organizations deem flexicurity positive, however, in the Netherlands and Denmark, public welfare is reducing gradually, like social payment or the duration of payment. 2. Types of employ. The labor market in the Netherlands develops toward to part-time job hiring, but in Denmark shows short tenure, high labor mobility and full-time job hiring. These two countries show different developments. 3. Unfair earnings distributed in labor market, which occurs frequently in these two countries. This article emphasize the flexicurity which looks fair, however it is not. That is what we concern about now. If Taiwan forwards to develop flexicurity, there are some related suggestions provided down below. Taiwan should pay more attention on the right of collective bargaining. Take Dutch or Denmark for example, the right of collective bargaining is quite powerful. We ought to strengthen this right of collective bargaining in the future. Furthermore, there are more and more atypical labours hiring in Taiwan. Concerning about this situation, we must set up specific and sound protect measures to make sure these types of labors will not be tricked unfairly. Last, our country, Taiwan, needs to enhance social security system. Under the sound and perfect system of social security, we are able to think about flexicurity. Otherwise, with this kind of social security, trying to set flexicurity into motion, for labours, is definitely not appropriate which is like walking on the cable wire without a safety net.

自1984年John Atkinson提出彈性公司模型，世界勞動市場趨勢果然如同他的理論發展－企業內的核心工作機會減少、非典型勞工逐年增加，而非典型勞工與一般勞工的勞動條件差異會逐漸擴大。單方面開放勞動市場彈性，所帶來結果必然是貧富不均的擴大、社會不公義的增加，再加上社會安全保障系統的不足，將使社會有越來越分化、兩極的風險。也因此宣稱能夠達成勞動市場彈性與社會安全保障平衡的彈性安全策略，在具有強烈社會連帶思想的歐洲國家，引起極大的重視。探究彈性安全之內涵，是指彈性勞動市場、積極勞動市場政策與慷慨失業保險體系三者的結合，而此三面向為本文跨國比較核心。 　　比較德國、荷蘭及我國的現行政策與法令，本文發現德國對於非典型僱用的立場為有限度的開放，2005年哈茲法案雖為德國近年最大規模勞動市場彈性化改革，仍是以保障、正名化、平等化非典型勞工為目的，在有完善的社會安全保障的前提下，才能擴大非典型僱用的使用，可看出德國在非典型僱用政策上，安全優於彈性的軌跡。荷蘭的非典型僱用已成為勞動市場主流，非典型勞工的權益已列入民法保障，並且另有許多法令層層保障非典型勞工，其政策方向由先彈性再安全，轉變成彈性兼安全。相較之下，我國對非典型勞工的保障仍不夠明確，相關法令保障其勞動權益與社會保險相對缺乏，因此本文建議：一、我國應正視非典型僱用成長趨勢，以完整的社會安全保障、更廣泛的積極勞動市場為前提，明確的將各種非典型工作納入勞動法及社會安全保障法令規範，勞動市場彈性化才不會對非典型勞工造成長遠、負面影響；二、應儘快實行勞基法派遣專章，使派遣勞工不再成為勞動市場弱勢；三、修正勞工保險與就業保險之薪資門檻，才有可能確實保障部分工時勞工權益。