臺灣博碩士論文加值系統

本研究開發一個最小成本與彈性人力之班次模型，並適用於高雄某化學公司的倉儲包裝區員工之排班。近幾年，台灣的就業環境持續地進步轉變中，從以往許多都只有勞資雙方口頭協議的部分，逐漸地制度化或者變成法規，以減少雙方的糾紛衝突。
所以在新勞基法剛實施的這個時候，公司也想要建構一個有效率的人員排班模型既能達到總人力成本最小的目標，並且還可以同時滿足每一時段的最低人力需求，才不致於人力太少而手忙腳亂，或人力過剩而浪費人力成本。而且在實際執行時，這個人員排班模型在操作上也必須簡單還有易於明瞭，以減少管理階層在排班工作上的耗費時間和心力。除此之外，人力資源的投入不在只侷限原本的正職員工，還考慮派遣（兼職）員工的運用，以增加在需要趕工加班時的彈性支援。而在有了實際的排班模型後，後續的排班工作也不再只能依靠經驗傳承或者口頭協議，清楚詳細資料就可以讓經營者了解工作狀況，以維持永續經營。

This research develops a minimum cost and flexible manpower shift model, which is suitable for staff scheduling in the warehouse and packaging area of a chemical company in Kaohsiung. In recent years, Taiwan’s employment environment has continued to progress and transform. From the past, many parts that were only verbal agreements between labor and management have gradually been institutionalized or turned into regulations to reduce disputes and conflicts between the two parties.
So at this time when the new labor law has just been implemented, the company also wants to build an efficient personnel scheduling model that can not only achieve the goal of minimizing the total labor cost, but also meet the minimum manpower demand at each time period. Because there is too little manpower and mess around, or manpower is surplus and waste manpower cost. And in actual implementation, the personnel scheduling model must be simple and easy to understand in operation, so as to reduce the time and effort of management in scheduling work. In addition, the investment in human resources is not only limited to the original full-time employees, but also considers the use of dispatched (part-time) employees to increase flexible support when they need to work overtime. With the actual scheduling model, the subsequent scheduling work can no longer only rely on the inheritance of experience or verbal agreements. Clear detailed information can allow operators to understand the work status and maintain sustainable operations.

摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 vii
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與範圍 2
第三節 研究方法與流程 2
第貳章 文獻回顧 5
第一節 人力規劃之定義 5
第二節 人力規劃之彈性 10
第三節 人力規劃之解法 12
第參章 勞動員工排班模型建構 14
第一節 個案現況之探討 14
第二節 模型問題之定義 15
第三節 數學模型之建構 16
第四節 小結 19
第肆章 排班結果與解析 20
第一節 模型相關資料與參數 20
第二節 運算結果分析 24
第二節 敏感度分析 30
第伍章 結論與建議 32
第一節 結論 32
第二節 建議 32
參考文獻 33
附錄 38
附錄一 範例模型之LINGO13.0程式碼 38

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