Abstract Due to the dramatically sociotechnical change plus the Asia finance crisis influence, the non-employment rate and the number of jobless labor are getting higher in Taiwan currently. This case study is an employment research of the semiconductor company M after one year of factory closing to realize the re-employment status of employees who left company M one year ago. It investigated the job finding problems of employees who left company M after factory closing. While the average age of company M's employees are 43 years old, the re-employment problems of workers would be very much similar to the placement problems of middle senior workers (defined by government as those workers with age between 45 and 65). By using questionnaire collection, this study checked the re-employment status of those who left company M one year ago. And tested the job satisfaction to those who are having jobs as well as investigated the job finding problems to those who are jobless. Also tested the awareness of public resources of job placement assistance provided by government on questionnaires. This study also discussed about the employee competence training for job change need. And examined the effectiveness of the outplacement assistance done by Human Resources department of company M one year ago in order to make a better outplacement assistance program example for any company who needs. This research also interviewed the Human Resources department heads to exchange the empirical practice viewpoint of captured subject from the industrial companies. This case study found that the non-employment rate of a senior company (employees with average age over 40) might be high above 40% after one year of factory closing. The age discrimination of recruitment is the key factor for senior worker to find a new job after factory closing. Current Labor Law and Labor Insurance regulations may have some unfavorable items, which are out of dates, to impact the job finding of senior workers. People didn't fully utilize the public resources which government put on for senior workers' job placement assistance. This study also found that the individual competence training for job change of indirect labor workers is different from direct labor workers. Indirect labor workers prefer the Business Management application training while the direct labor workers prefer the soft service business items such as Cooking or Salon Beauty skill. The tested population expect to receive the individual competence training (for job change) sponsored by both firms and government while the Human Resources department heads of firms recognize it as government's responsibility. In order to make a better mass labor transfer practice for the need of factory closing, this study made suggestions to firms, workers and government respectively: ¡E How to proceed a better outplacement assistance program for a factory which is going to discharge mass employees due to business close. ¡E How to deal with the job termination for those who work for a company going to close the business. ¡E How to support the job placement assistance for senior workers,