應用多目標決策於TFT-LCD模組廠直接人工人力結構改善

Abstract

影響直接人工成本主要有兩個因子：直接人工人數以及薪資結構。工廠的直接人工人數需求會隨著產品接單出貨需求量而有所變動，工廠接單的數量卻隨著季節性淡、旺季的不同而受影響。面對外界需求波動，可藉由導入非典型聘僱改善人力結構及彈性的調節，以達到在旺季時可擁有充足的人力，而在淡季到來時卻沒有過剩的人力，且無額外成本發生的理想狀況。其可隨時視需求雇用適當的人數及彈性調整聘僱時間並藉由導入不同類型人力改變整體薪資結構，進而減少人工成本。但為維持生產目標的達成，必須確保整體人力素質不至於因為非典型聘僱的導入或因彈性的調節而有所影響，所以人力配置的策略就相當重要。本個案研究以TFT-LCD模組廠為例，透過思維的改變，導入非典型聘僱人力的運用，根據需求及相關規定定義各類型人力限制及其適用性，輔以工廠因應季節需求波動所需的彈性以及我國政府法規的人數比例限制，建立多目標決策分析模型，推算出各類型人力適當的結構比例建議，以提供工廠人力建置之參考依據。

There are two factors that directly affect labor cost: number of labor and salary structure. The labor volume demand in factory changes according to the shipping demand. The number of orders is affected by different seasons. To react with the outside demand, it is possible to have enough labors during peak period and no excess labors by introducing non-typical employment to improve the manpower structure. By hiring appropriate number of labors during different time the labor cost could be reduced. However, in order to achieve production target, the labor quality has to be unaffected by the non-typical employment, therefore, the strategy of labor placement is relatively important. This study case takes a TFT-LCD module factory as an example, introducing non-typical employment and define its constraints and applicability, along with government legislation and seasonal demand, to establish a multiple objective decision making model, in order to provide references for the factory to decide the appropriate manpower structure.