In an era of extreme competition and pursuit of economic success, the competition between corporations has extended to the integration of supply chain management in search of economic leverage over their competitors. Today, outsourcing is deemed as an integral part of supply chain management and increasing number of companies use outsourcing as vital elements in their business strategies. Companies having an established and cooperative supply chain will enhance their competitive strength. As a manufacturing company, outsourcing is closely tied with production management and treated as an extension of one's own manufacturing capacity. However, manufacturing companies are faced with unique outsourcing problems; such as manufacturing delays impacting and requiring rearrangement of one's own master production plan as well as resulting bottle necks caused by parts shortages and idle capacity while waiting for parts. This thesis focuses upon methods that can be taken both in-house and at the outside production provider to reduce the bottlenecks and avoid idle equipment capacity to assure the specification compliant parts are available in the right quantity at the right time to ensure the product throughput necessary to promote the company¡¦s competitive strength. This thesis incorporates the Thinking Process of Theory of Constrains in developing the proposed solutions to eliminate the undesirable effects and core conflicts associated with Outsourcing Subcontract Management at Aero Engine Factory of the Aerospace Industrial Development Corporation. The proposed Real Time Platform of Collaboration Manufacturing System principally includes the use of; Material Pre-release Notices, Daily Work Orders & Sequence Monitoring, Supplier Non-compliance Reports, E-technical Data & Drawings, E-receiving & Inspection, Supplier Performance Evaluations with TDD concept, Tooling & Fixture Borrowing, and Training & Certification. The proposed method has proven effective in reducing outsourcing cycle time by 32.71% and has improved the on time delivery rate from 84.32% to 93.81% and the date of late delivery from 1.24 to 0.22 in average from the study period between January 2009 through November 2009 according to data collected by Aero Engine Factory Outsourcing Team.

Landscape and related environmental works are discussed as an integral and essential aspect of most land development projects, whether they are building or civil works, environmental protection, rehabilitation or landscape beautification. Problematic contractual issues that regularly arise in landscape contracting from the use of standard forms of construction contracts for pre-main contract, in-main contract and post-main contract landscape work are identified and discussed. These forms of contracts have essentially been written for traditional building and engineering works and are shown to be inadequately addressing the unique contractual aspects relating to landscaping works. The study focuses on the issues to be addressed in a contract between an employer and a landscape contractor for work to be undertaken before the main construction contractor has been appointed and on landscape subcontract work undertaken during the construction under the main contract. It addresses the problems surrounding the contractual practical termination of the landscape subcontract, the defects liability period and interim landscape maintenance as well as landscape maintenance work after the landscape installation has reached final completion. The study points towards an appropriate form of contract for use in conjunction with the JBCC contract system to provide for the particular requirements of landscape contracting. It indicates the necessary compatibility between landscape subcontractual requirements and the JBCC Nominated/Selected Subcontract Agreement. This required compatibility warrants a revision of or an addendum to the JBCC document. The requirements for a landscape maintenance contract, for use after termination of the landscape installation (sub)contract, are shown to be sufficiently different from the installation contract to warrant changes or addenda to the standard construction contract form. From a review of literature on the landscape contractual environment in South Africa and a study of contracts commonly used in South Africa, pertinent landscape contractual issues are identified for the three phases in which landscape and related environmental works are performed, i.e. before the main construction contract, during the main construction contract and during the landscape maintenance period after completion of the main contract. These issues are formalised and tested for validity and relevance by means of a survey conducted amongst developers and owners of building and engineering works, contractors and professional consultants. The research is summarised, findings and conclusions for each of the three landscape works phases are presented and recommendations made to address the confirmed contractual problematic issues. The survey confirms the JBCC suite of contracts as the most widely used for landscaping contracts in South Africa and the recommendations therefore focus thereon. The study concludes with a proposal for an addendum to the JBCC’s Nominated/Selected Subcontract Agreement entitled “General and specific conditions of subcontract for landscape and related works” and recommendations for further study of related issues identified in the survey but which fall outside the focus of this study. / Thesis (PhD)--University of Pretoria, 2010. / Architecture / unrestricted

隨著全球化經濟時代的來臨，台灣不可避免的將處於一個大競爭之環境中，為提高競爭力並降低營運成本，於是中小企業，甚至大型企業紛紛精簡人事成本及大幅裁員，或僅保留行政中心部門，而將生產線完全外部化（外包或廠外委託加工）。在台灣，外包制度等廠外勞動絕不僅是扮演企業生產的輔助性角色，其對於台灣經濟成長具有絕對地貢獻。外包制度中的勞工雖提供本身僅有的勞動力供企業使用，但往往因被視為次級勞動力市場之勞工，無法立於初級勞動力市場之勞工地位而享有勞動法的保障，不論其勞動報酬或工作條件通常低於從事類似性質工作的初級勞動力市場之勞工（歧視待遇）。 外包與代工依照傳統民法與現存勞動法的見解，應該屬於承攬契約的一種，而言典型的雇傭契約。所以現存理論上，從事代工與外包之承攬人與發包人（定作人）間的關係僅為承攬之關係，並非雇用關係，自然也不得享有勞動法中勞工之特殊保障。但在台灣社會社世界趨勢，是否即可簡單地聲稱該承攬人並非該定作人之受雇人，所以不受勞動法之涵蓋，該發包人（定作人）可以完全免除對於承攬人之社會義務呢？顯然ILO並不同意如此看法，國際勞動總署（International Labour Office）在1997年第85會期便對此議題進行討論並做成關於承攬勞動之具體的提案公約（以下稱承攬勞動公約）與提案建議書。雖然各會員國質疑ILO之承攬勞動公約是否在獨立承攬人的與傳統受雇人間成立第三種種類的勞工？承攬勞工是否享有完全的受雇人保障？使用人事業單位與承攬勞工之關係如何？此提案公約是否過度地侵犯了傳統商業之領域而影響了契約自由與經營選擇權的自由？但就勞工保護之目的言，ILO之承攬勞動公約及建議書僅係披露日漸增加的類雇用關係之承攬，而建立起一套遊戲規則。 雖然承攬勞動公約及建議書迄今尚未正式通過，但藉由對於公約及建議書內容之分析探討，應可以瞭解未來勞動力市場之趨勢及ILO的期待，最後透過本國法律體系與司法實務的分析，提出公約適用上可能的問題並促進所謂「承攬勞工」之保障。 / The first discussion of the question of contract labour took place at the 85th Session (1997) of the International Labour Conference. The International Labour Office prepared and communicated to the governments of member States a report containing a proposed Convention and a proposed Recommendation concerning contract labour, based on the conclusions adopted by the Conference at its 85thSession.based on this proposal text, named "Contract Labour Convention" and "Contract Labour Recommendation", "contract labour" was defined as "work performed for a natural or legal person (referred to as a "user enterprise") by a person (referred to as a "contract worker") where the work is performed by the worker personally under actual conditions of dependency on or subordination to the user enterprise and these conditions are similar to those that characterize an employment relationship under national law and practice and where either: (1) the work is performed pursuant to a direct contractual arrangement between the worker and the user enterprise; or (2) the worker is provided for the user enterprise by a subcontractor or an intermediary", resembling a specific relationship between "contract of service" and "contract for service". But the amendments or comments from member government of ILO were very complicated and strict, main confusion as follow: will the proposal Convention result in a brand new type of workers or "third category" of workers out of independent contractor and traditional employee? Will so called "contract worker" entitle to be covered by labour law and enjoy full employee''s right? Will an ILO instrument that deals with matters outside the direct employment relationship be inconsistent with current commercial law and practice and the policy of reducing the regulatory burden on business or improving employment opportunities? Would Contract labour be an extremely broad and complicated issue? Although lots of member governments took a oppositive position, but for the purpose of worker protection, "Contract Labour Convention" set up a new equal playing rule, might be too advanced but would be helpful and just. Although "Contract Labour Convention" still didn''t be approved by ILC, but through analyzing and discussing the proposal Convention text, we would realize the trend of future labour market and the expectancy of ILO. After analyzing national law structure and judgments of court and finding the inconsistent with proposal Convention, we would work out the problems and improve the protection of so-called "contract worker".

The present article develops the legal concept of subcontracting on the frame of public procurement, according to the new Peruvian Public Procurement Law.Thus, different topics are treated: the differences between the outsourcing contract, derivative contract and subcontract; the new parameters that regulate subcontract; relevant aspects to consider for subcontracting on the frame of the new Public Procurement Law; and the lack of responsibility on the subcontractor towards the administrative entity. / El presente artículo desarrolla la figura jurídica de la subcontratación en los procesos de contratación pública, según la nueva Ley de Contrataciones con el Estado – Ley N° 30225. Así, se desarrollan temas como: las diferencias entre contrato de aprovisionamiento, contrato derivado y subcontrato; los nuevos parámetros bajo los cuales se circunscribe la figura de la subcontratación; aspectos que deben considerarse para la aplicación de la figura de subcontrato bajo la Ley Nº 30225; y, la falta de responsabilidad del subcontratista frentea la Entidad por la prestación brindada.

This thesis deals with the issue of subcontracting model of financial management and its impact on the economy of the construction enterprise. The aim of this work is to set up management of the building contract from the financial management of subcontracts with influence on the overall management of construction enterprise. The output of this work is a model that will point to the financial management of construction contracts regard to the management of construction enterprise.

在台灣經濟發展過程中，傳統製造業的轉包，只是上游的大企業將法定的僱傭責任與對勞動過程的管理控制之成本，轉包給下線承包商負責，小代工廠在將工作發包給家庭代工。資方透過工作場域的內/外之分，也將法定責任與義務外部化，讓那些位於轉包底層的小代工廠、家庭代工自行承擔。然而從80年代開始，台灣一些企業為進一步節省人事成本，就利用「僱用與使用分離」的派遣勞工，這種新興的派遣業勞動方式，乃是雇主將其無法外部化的工作，透過將僱傭責任轉包給他人（派遣公司），而勞動過程則是仍在其掌控的管理範圍內（企業內）進行，並且能在最小化人事成本的效率下，達到原來需要正式僱傭關係（成本較高）才能達成的勞動任務。因此，本文認為這種新興的派遣現象，也只是轉包策略的一種轉化。大企業在將其不穩定的部份產能外包的同時，對於無法外包的工作類型，則是透過「派遣」的方式，將勞工誘入企業單位內工作，不過真正的企業主卻不必負擔僱傭責任。 轉包制度成為資方經營管理策略的手段之一，轉包機制是如何運作？對於那些處於轉包底層的家庭代工、派遣勞工的勞動條件與勞動意識產生了什麼樣的作用？當勞動者在不同的場域中工作（如、企業雇工/廠內、家庭代工/家內、派遣勞工/他廠內），空間性（spaciality）的差異，對於他們的勞動意識有何影響？為何台灣勞動者的職業認同會如此的多樣性 ？空間性與轉包的運作機制，起了什麼樣的催化作用？ 本論文的關懷主軸，就是轉包機制底層的勞工（家庭代工、派遣勞工），也就是本論文圖1-2中，大企業間接僱用的階層區隔的勞動力，位於大企業兩側的邊緣勞動者之處境。並且透過對轉包機制相關文獻的探討，進一步說明轉包機制背後的運作邏輯，以及它如何運用於這些邊陲勞動者的身上，造成兩極化的勞工處境。另一方面，由於轉包機制的運作過程，牽涉到勞動空間重新安排的問題，因此本文希望透過「空間性」概念的運用，探索造成勞動意識差異的原因。 在第一章中，首先指出台灣新雙元勞動市場的現象，以及筆者對於這些轉包現象的初步理解方式。由於傳統產業的轉包方式、以及轉包的變形「新興的派遣勞動」這兩種勞動方式，都與法律上正式的僱傭關係「勞工在雇主的營業處所或雇主指定的其它工作場所」的勞動方式不同。傳統產業轉包底層的勞動者，她/他們的工作場所往往就是自己的住家，也就是所謂「客廳即工廠」、「工作兼生活」、「頭家兼薪勞」的家內勞動型態。而派遣業勞工，則是「僱用與使用分離」的勞動型態，人才派遣公司和派遣業勞工之間只有法律上的僱傭關係，派遣業勞工必須被派到第三者的公司中，受使用公司的指揮調度，才完成勞動任務。而這兩種勞動方式的共通點，則是勞動者都不在直接僱用者的工作場所內工作；差異點，則是傳統產業轉包底層的勞動者是在自己的住宅內從事家內勞動，而派遣業勞工則是在第三者的公司之工作場所中，受第三者指揮調度從事派遣勞動。「家內勞動」、「派遣勞動」與正式的僱傭勞動，明顯地存在著工作場所的空間差異，這些差異對勞動者的勞動意識有何影響？為了解答此一問題，筆者希望借用「空間性」的概念來重新理解這些破碎的勞動方式（轉包的工作型態）對於勞動者的勞動意識與勞動條件產生了什麼樣的影響。 在第二章筆者將進一步從宏觀的角度，探討相關理論文獻對轉包工作型態的分析，以說明轉包制的運作機制與內在邏輯。第一部份是先回顧與批判相關研究廠商間的連結（interfirm linkages）文獻，然後再發展筆者對轉包的定義，以及簡要的說明各種不同的轉包形式。第二部份則是緊接著分析這些轉包生產方式的形式、原因與變動。筆者對此部份的分析基礎是來自於先前的相關文獻探討與對轉包制的田野研究。本文認為要對轉包制進行通盤而又貼切的分析，將必需考量所有可能性的多重因果關係，才能做出適當分析。這些因素包括考量轉包的科技結構、工作編制、產品市場的特質、對勞動過程的控制與勞動力供給的狀況。第三部份，則是探討資本主義的危機與企業經營策略的彈性。第四部份，將探討那些位於生產系統底層勞工（包括家庭代工與派遣業勞工）的問題。反省「生產彈性化」背後的代價，彈性生產對於勞動者而言有何黑暗面。 第三章首先說明造成台灣製造業層層轉包現象的因素、轉包制底層的性別分工與結構限制，再來則是從台灣傳統製造業的個案來觀察轉包工作型態對於底層勞動者的影響，在轉包制的工作型態中，勞動者如何安排家事與代工？如何形塑自我的勞動觀？勞動場域的空間差異起了什麼樣的作用？空間性差異對勞動意識有何影響？ 第四章、則是探討資方新的經營管理策略，基於人事成本的節約、人力需求的彈性化而興起的人力派遣（員工租賃）的新現象。首先，從勞動法的觀點，，從日本立法經驗來探討台灣官方希望將此現象「合法化」背後隱藏的意識型態。再來則是透過很初步的訪談、觀察，說明此種新的勞動方式可能產生的問題。「僱用與使用分離」的勞動方式，對於勞動者意識的形塑，會造成什麼後果？ 第五章、總結。說明「空間性」差異對勞工意識的形塑效果，以及對此種非標準的僱用方式不同觀點與如何看待轉包制的工作型態。 第一章、導論 1 前言 1 第一節、勞動市場的今昔 2 第二節、問題意識與章節安排 7 第三節、「空間性」的概念 10 第四節、研究方法與限制 16 第二章、生產過程中轉包制工作型態的初步分析 21 第一節、廠商間的連結關係 22 第二節、關於生產轉包動態的解析 27 第三節、危機與彈性 32 第四節、生產流程底層的問題 35 第五節、小結 36 第三章、傳統製造業轉包工作對底層勞動者的影響 38 第一節、台灣製造業的轉包現象 38 第二節、轉包底層的性別分工與結構限制 42 第三節、發包母廠與轉包底層勞動者的關係 47 第四節、空間的轉變與勞動意識：家事與代工的處理 53 第五節、空間差異與勞動意識的形塑 60 第六節、小結 67 第四章、「派遣勞動」現象的分析 70 第一節、「派遣勞動」（員工租賃）的相關法學論點 72 第二節、派遣勞動（員工租賃）之態樣、成因 77 第三節、台灣派遣勞動（員工租賃）現象之實況與問題 79 第四節、派遣勞工的勞動關係 87 第五節、「空間性的轉化」，作為一種規訓的手段 90 第六節、派遣勞動（員工租賃）的影響 97 第七節、小結 100 第五章、結論 103 一、空間性的利用效果 103 二、「非標準僱用」的現象 104 三、工作安定 V.S. 勞動的隨意化 106 / （略）