ABSTRACT The manpower dispatch development in US, Japan and European country, all become mature industrial stage, in Taiwan also gradually develops under this tidal current, and gradually becomes one of frequently strategies adopt by the enterprise human resources department for human flexible scheduling. The manpower dispatch not only may provide the enterprise human resource in response to peak time or obtains the support of special specialized talented person, simultaneously can outside of administration responsibility, exempt from related cost for the employment of permanent staff, lets the enterprise have the extra mental effort to concentrates in its core specialty, therefore the enterprise get much attention and use it, further enhance its development of the enormous potential. The manpower dispatch already is one of 12 prioritizes service industries in "service industry development guiding principle and the course of action" by the Economic Construction Committee of Executive Yuan, according to the industry and commerce general survey that held by DGBAS (Directorate-General of Budget, Accounting and Statistics) in 2001, there are approximately 790 manpower supplies industry, from the experiences of US, the manpower dispatch will be very important in the future duty field. According to the estimates of Economic Construction Committee, the average labor force are 9,900 thousand people in Taiwan, the dispatch laborer population might reach 300 thousand people in the future. But recently, the type of knowledge worker change the manpower dispatch level (Yang Ch'aoan, 2004). Perhaps the dispatches worker's image impression of most people is still the image of low-end manual worker, the administration worker or the sanitation worker, but the nowadays enterprise's demand gradually transformed to technical role in specialist, high-level white-color worker as well as telecommunication ,marketing specialist. At present in practice, some company runs the dispatch of tradition low level affairs or the labor work, some runs the recommendation or dispatch of the high step personnel (commonly knows as¡Ghead hunting) ,as for the high-level manpower dispatch that different from the dispatch of traditional dispatch and head hunting, in Europe/America and Japan had the explicit law definition and business volume, but in Taiwan is whether feasible? In the limit of not having enough literature for reference, this research attempts from the demand of enterprise, the supplies of high-level manpower, the barrier in practical and the economical scale of market, to analyze its feasibility, provides some reference for the dispatch industry. This research discovered that¡G (1) the high-level manpower dispatch truly has its demand in Taiwan, and increases day by day. (2) the supplies of the high-level manpower due to lack of protection of the law, presents recruits difficult and high turnover. (3) the high-level manpower dispatches will match the expectation for both supply and demand sides (for example, the cognition of the employer, the trust, authorization and support to high-level dispatch manpower, and whether is willing to give reasonable service fee for which provides dispatch service) the challenge still many, was the key point of high-level manpower dispatch management. (4) the business volume of high-level manpower dispatch at present in Taiwan is not enough, and is insufficient to support the dispatch industry to run this service only. (5) the high-level manpower dispatch is feasible, and will be supposed to the mainstream of manpower dispatch market for the future. Keyword: the manpower dispatch, the human resources, high-level manpower, dispatch demand enterprise

With the transformation of the industrial structure environment and the coming knowledge economy era, the demand of enterprise for professional human resource is steadily on the increase, which makes the enterprise have diversified needs on manpower dispatch. In regard to the application of manpower dispatching, it has been transformed from the early labor force of blue-collar employees or the administrative personnel of white-collar staff in the basic level to the roles of skilled professionals or professional managers. There are two objectives in this research. The first objective is to probe into the current situation of professional dispatching, and the second is to probe into the management mechanism of professional dispatching in Taiwan, which are probed in the case study method on the basis of its research subject, interviewing the third dispatched party, and the interview details will be concluded and analyzed. It is discovered in this research that the dispatch triplicities think that the professional dispatch will become the development direction of manpower dispatch in the future. It is thought that dispatching agency should pick up the speed of recruitment and improve the professional degree in the practice of manpower dispatch. The ready-dispatch enterprise plays the role of reducing the otherness of professional dispatched personnel, the service charge of reasonably assessing the manpower dispatch, and the payment of professional dispatched personnel. And the dispatched personnel hope to strengthen the basis of mutual trust and improve the sense of job achievements. There are still a lot of challenges to meet the requirement of the dispatch triplicities. It is the common goal to find how to strengthen trilateral interaction and make the performance of professional live up to the standard of enterprise, which are the concerted efforts of dispatch triplicities.