現今全球許多國家進入老年化社會的過程中，皆必須重視人力老化、青壯年人力短缺、世代交替斷層的問題。鑒於高齡就業人口持續的攀升，組織如何透過有效率的方式來管理高齡員工是相當重要的議題，並且透過實施適用高齡員工的人力資源管理措施提升高齡員工的持續工作動機，也是刻不容緩的問題。 本研究旨在透過深入訪談的質性研究方法，實際針對60至65歲之高齡員工進行半結構式的訪談，並將文字概念化以歸納法進行分析，暸解高齡員工持續工作的動機、對未來的退休規劃，並對現今企業實施的人力資源措施給予更適合高齡員工的輔助建議。 研究符合學者所提出的資源保存理論與工作意義知覺，建議企業應該保存或增加高齡工作者的優勢資源，運用高齡員工累積的經驗、智慧，透過實施彈性工時、建立師徒制度訓練年輕員工減少人員斷層、提升員工基本福利、設置退休諮詢窗口協助高齡員工在考量退休與否時的輔導，針對高齡員工增強更適合他們的人力資源管理措施才能提高齡員工的持續工作動機，幫助企業育才與留才，增加高齡人力對企業的價值與貢獻才是鞏固企業競爭力的有效方式與途徑。;In the process of entering an aging society around the world today, it is necessary to pay attention to the problems of aging manpower, shortage of young and middle-aged manpower, and generation alternation. In view of the rising employment population of middle-aged and aging employees, enterprises can’t underestimate the issue of managing them efficiently. It’s an urgent issue to motivate the aging employees through the best human resource practices. The purpose of this study is to conduct semi-structured interviews with 60-65 years old employees through the qualitative research method and analyzed it on inductive analysis method. As to understand the motivation to continue working of aging employees and their retirement plan and provide suggestions for the human resource measures implemented by enterprises today. The research is in line with the resource conservation theory and job meaning perception proposed by scholars. It is suggested that enterprises should preserve the advantage of ageing employees by supporting flexible working hours, establishing a mentoring system to help junior employees training, improving employee benefit, retirement consultation help enterprises cultivate and retain talents. The value and contribution of ageing employees is one of the ways to consolidate the competitiveness of an enterprise.
