Abstract This research, mainly thurough questionnaire investigation, too meetings with experts, scholars, and enterprises and deep interviews, underrealizesstands the plan needs and expecttion of the middle-aged unemployed for vocational training¡C In order to find out the ways for reformation in correspondence to the requirement of the unemployed, reaching the purpose of ¡upublic vocational training improving the middle-aged unemployed to reemployment¡v¡C Four thousand copies of questionnaire were sent to the middle-aged unemployed who were registered in employment service organizations at different areas. Eight hundred and ninety-five copies are returned. Valid questionnaires are eight hundred and fifteen. The major results through analyst are as follows¡G 1¡BThe purpose and future expectation of the middle-aged unemployed to register in service organizations at different area.. ¡]1¡^Registration purpose is to hope reemployment in one way, and also think that it is their rights to have unemployment payment. It shows that the middle-aged unemployed still want a job from the unemployed scheme. But by observing the result of personal attribute cross analyst, personal attribute makes no big difference if reemployment is necessary. People with age from 60-64 won¡¦t work. Business running level on job category and class-c level holders¡¦ on license category require more of their own business. ¡]2¡^The reason of reemployment needed for the middle-aged unemployed is main factor of economy. The problem of reemployment is insufficient skills. The same problem happened to the business running. Most of future businesses of reemployment are service business The expectation payment is from 20,000 NT dollars to 30,000 NT dollars. 2¡BDo the middle-aged unemployed want to accept vocational training if their skills are insufficient? There are 40% of people thinking they need a job training. The most reasons for those who don¡¦t need job training are the factors of health. Again we observe from personal reason, the age form 60-64, master degree level and above, technician of before job, farming fishery and pastureage and license A holders don¡¦t need vocational training. Service business on before job, license C holders or people without license need more vocational training. 3¡BMost of the middle-aged employed don¡¦t want to accept self-paid vocational training. The preferred training period is one month to three month and the proper class time is daytime form Monday to Friday.¡C The main expectation of attending vocational training is to acquire.¡Aemployment guarantee¡CMost people don¡¦t know much about public vocational training organization, but also 40% of people never hear of public vocational training organization. People knowing nothing about public vocational training organization occupies 70% high. What kind of organization will be chosen if people want to join vocational training? The answer is non-public vocational chosen organization for most people. 4¡BThe comparison for different main factors of important level among the middle-aged unemployed. Needed¡uTraining together with employment class¡v conducted by public vocational training organization and next is public vocational training organization near home. The main reason for not attending public vocational training is they can¡¦t get job guarante.¡AThe most needed job trade is little cofe and family medicine care. The most effective propaganda way is to ask village chief to pass around. What functions are expected for public vocational training organization? Most middle-aged people hope to develop new auitable trades¡C

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The research study examines the implementation of National Vocational Qualifications (NVQs) within small and medium enterprises. NVQs have been in existence for ten years yet they continue to receive criticism from academic circles and implementation by employers has been slow. The small residential care sector was selected because it has many characteristics in common with small businesses in general: the sector has grown because of recent care legislation; it is dependent on larger local authorities for client referrals; it employs mainly women on a part-time basis; and it lacks a traditional training pathway for unqualified staff. Using a qualitative, case study approach, seven workplaces were visited over the period of a year. Candidates, assessors and managers were interviewed regularly to assess their feelings and progress and to determine the factors which affected their experiences of NVQ implementation. Four main areas were explored using a theme analysis framework - progress, progression, standardisation and financial issues. The findings indicated that implementation in small workplaces was problematic for all involved. Unless a training culture was already in existence, insufficient resources were provided to support and facilitate progress both physically and emotionally. Consequently, assessors and candidates involved with NVQs were quite negative about their experiences which reduced the value placed on the qualification by the participants and their managers. Despite being a 'national' qualification, the growing deregulation in both care and training has resulted in market place competition which has had consequences for the standardisation and costs of training programmes. The voluntaristic nature of employer investment in training, and the lack of care legislation to make training an obligatory aspect of home registration, has resulted in a low uptake of NVQs in small businesses because of the costs involved in assessment time.

Abstract The first clause of the first chapter in law of vocational training stipulates that the implementation of vocational training aims in particular to cultivate the manpower of country-building skills, to enhance job skill, and promote people¡¦s work. Hence, the goal of vocational training lies mainly in facilitating people¡¦s work. The problem of being unemployed results from the transition of the industrial structure and the job market; therefore, the short-term training of HVAChas been opened with a view to helping the jobless learn the skill for earning a living as soon as possible, and promoting more chances of work for the jobless return to the job market as early as possible. This study includes the applied area on the market of HVAC, the vocational training program of short-term training, the contents of training courses and skill tests. By means of the analysis of applied area on HVAC, the questionnaire of related staff, the results of interview and survey, it has confirmed that the theory of supply and demand of economics, and has also proved that the short-term training of HVAC for the jobless can meet the demands of job market HVAC. For the jobless who are able to learn the skill to work, the short-term vocational training of HVAC, increasing the chances of work, is really worth affirmation.

Abstract Since 2008, the overall unemployment rate has been rising sharply, and the overall unemployment and economic problems have gradually emerged. The unemployment rate in areas of Kaohsiung City, Kaohsiung County, and Pingtung County is higher than the standard of the whole Taiwan area, and the industrial development in areas of Kaohsiung City, Kaohsiung County, and Pingtung County starts to change. Under this circumstance, enterprises and unemployed persons attach more importance to Taiwan government's vocational training policies. Vocational training has always been the government's main long-term human resources policy. Therefore, this study is trying to discuss how to cultivate the manpower needed by enterprises and promote unemployed persons to re-enter the job market through vocational training, promote the overall social stability and activate economy, and probe into the pre-service training items for public vocational training in order to attain the goals and purposes of vocational training. Employment security is one of the major policies of Taiwan government, and vocational training and employment services are the greatest demands for people toward employment security. Although the policy goals of vocational training are quite clear, the actual practice still leaves room for improvement. The contents of this study include: analysis of difficulties encountered by people in areas of Kaohsiung City, Kaohsiung County, and Pingtung County; planning for vocational training courses administered by the government; and direction of enterprises¡¦ demand for talents. This study clarifies the demands of the existing enterprises and people for professional vocational training from the angle of the needs of enterprises, market and unemployed persons, as well as supply differences, and further submits concrete suggestions for improving employment ability and meeting the needs of enterprises for talents. From this study, it is found that there is a gap between enterprises¡¦ demand for manpower and the existing vocational training items. Consequently, the employment ability of the unemployed people can¡¦t be solved effectively. The main factor lies in the fact that the vocational training units fail to control complete and sufficient information about the job market. So, the vocational training units are suggested to understand the talent gap of enterprises first before they develop vocational training courses as the pre-service training projects for unemployed persons in the future, so as to create a win-win-win situation for enterprises, unemployed persons, and vocational training units. Keywords¡Gunemployment rate, vocational training

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