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Mac Temps: Building Commitment in the Interim workforce 建構臨時性工作力的承諾 Prepared by: 吳文財 李慶祥 2005/10/15 成功的人力派遣公司 臨時雇員時薪高於同業 優秀雇員高維繫率 ( 低流失率 ) 客戶願意給付較高的佣金 1989-1995 盈餘成長 11.36 倍 (4.9 million -56.4 million) History of Mac Temps 公司簡介

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Mac Temps: Building Commitment in the Interim workforce 建構臨時性工作力的承諾

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mac temps building commitment in the interim workforce

Mac Temps:Building Commitment in the Interim workforce建構臨時性工作力的承諾

Prepared by: 吳文財



  • 臨時雇員時薪高於同業
  • 優秀雇員高維繫率(低流失率)
  • 客戶願意給付較高的佣金
  • 1989-1995 盈餘成長11.36倍(4.9 million -56.4 million)
history of mac temps
History of Mac Temps 公司簡介
  • 1986年開始於蘋果電腦桌上電腦出版事業部,由總裁 Chuang 在哈佛宿舍運作,加入兩位合夥人-Steven Kapner 、Mia Wenjen。
  • 1987年公司搬到哈佛廣場店面,雇用哈佛學生服務主動上門客戶提供技術支援
  • 1988年決定事業新方向-”instead of renting out time on Macintosh computers , the company would offer skilled Mac-users with knowledge of the latest software applications to local firms on an hourly basis.” 公司就叫 “ Mac-Temps”

參考文章 P1-P2

history of mac temps4
History of Mac Temps 公司簡介
  • 至1996年 Mac-Temps 發展到24個辦公室遍佈歐、美、澳等地,每一個辦公室規模:平均擁有200個臨時雇員、4個正式職員;其中2個派遣經理負責遴選雇員及派遣工作,1個行政助理及一個行銷經理,負責監督當地作業及客戶行銷服務。
  • 1995年公司修正市場策略,目標市場瞄準高階人力需求,找尋資訊系統分析師及網路顧問以滿足客戶端電腦製圖創新藝術能力臨時工作職缺

參考文章 P1-P2

the staffing industry
The Staffing Industry人力派遣產業介紹
  • 臨時人力派遣公司扮演中間角色-同時協助客戶(企業)找尋臨時雇員,與幫工作需求者找到雇主。
  • 人力派遣公司負責招募臨時雇員,以時薪計算派遣至企業,並且負責顧客( 企業)人力資源管理各項功能-如教育訓練、稅賦及薪資管理。


the mac temps strategy
The Mac Temps Strategy 公司策略
  • 對待臨時雇員如同顧客
  • 專攻高階人力需求市場
  • 對客戶提供滿意服務的承諾
  • 擁有雖精簡但對公司有承諾的優秀員工

參考文章 P4-P5

the clients
The Clients 客戶

參考文章 P6

the staffing process at mac temp
The Staffing Process at Mac Temp人力派遣的處理程序
  • 臨時雇員選用
  • 臨時雇員的工作派遣
  • 維繫優秀的臨時雇員的策略
  • 永久性工作的人力仲介

參考文章 P8-P10

who s temping
Who’s Temping什麼樣的人是臨時性雇員


  • The Students-屬性屬於技藝要求、薪資要求低、喜歡打零工的學生群
  • People Temping to Pay the Rent-屬性屬於出租時間賺錢、有大學程度教養的大學生。喜歡薪資好、允許彈性上班工作者
  • Job Seekers-屬性屬於有興趣找永久性的工作,而且希望獲取更佳的工作技藝、經驗或產業資訊的族群
  • Career Temps-屬性屬於有專門性領域與深度工作經驗於各種套裝軟體的臨時雇員,可以從事較長期的派遣工作;比the students, those temping to pay the rent族群年紀大一點,具備技術、可靠度與意願,較喜歡有品質與彈性及有利益的工作經歷


possible changes
Possible Changes

Chuang said:What benefite or strategies could be effective in forgings stronger relationships? And, most significantly , what effect would possible change have on the economics and culture of the firm?

莊總說:用怎麼樣的利益或策略能夠有效的在臨時雇員之間焠練成更堅固的關係 ?而且最重要的是,這些有效的目的能在公司的經濟與文化上醞釀可能的變革

change ranges
Change ranges
  • A Mac Temps Career-Mac公司臨時雇員的職業發展
  • Chuang said:I think this is the heart. What are the individual’s obligations to a company? What are the company’s obligations to individuals? What can we give our employees to build a sustained, mutually beneficial relationship besides a promise of full-time, permanent work?
  • 莊總說:我認為這個是核心所在。什麼是個人對公司的義務?什麼是公司對個人的義務?除了一項全職及永久工作的承諾外,有什麼使我們能夠提供給我們的雇員建立起持續的、互惠的利益關係?
Deepening informal ties-加深非正式的連結
  • →Offering temps a common space at the MacTemps’ branch offices or increasing the number of social events for temps and staff, were relatively low in cost and fairly easy to implement.
  • 為了降低臨時雇員的移動,提供這些臨時雇員位於MacTemps’分公司的共同使用空間或增加臨時雇員與職員社會安全保險的數目,市成本相對的低而且相當容易去執行
Enhancing the benefits-加強各項利益
  • →allowing temps to tailor their benefit package to their own needs and preference.

為了怕臨時雇員接下其它公司的派遣工作, MacTemps允許臨時雇員重整他們的套裝利益以達成他們的需要與喜愛

  • →Temps told Chuang that they wanted more opportunities for guidance on industry trends as well as formal training on the Latest software applications as HTML.
  • 臨時雇員告訴莊總:他們想要有更多的機會在產業的趨勢與最新的軟體應用如HTML的正式訓練上受到指導
Exclusive retainers-獨特的聘雇酬金
  • →Offering some employment contracts, placing workers on a short-term retainer, they could be assured that had the” right people” when clients called, and they might be able to market themselves move vigorously as having high-end people; Further, they could assure clients that the premium they paid for MacTemps was worth it.
  • 提供一些雇員合同,配給這些人短期酬金,以確保當顧客需要時有適當的人員支應。公司也可以士氣旺盛的推銷自己擁有高階的人員。更進一步,公司可以向顧客保證他們付給公司的酬金是很值得的


going forward
Going Forward向前邁進
  • Chuang, his thought of above mentioned, focused on how to move forward on these ideas. He sensed that the idea of increasing the attachment of temps to the firm had merit. What he needed now, he realized ,was the hard analysis necessary to determine what strategies would make the most sense for the company.
  • 莊總,他思考了上述需變革事情後,想法焦注在如何實現這些構想,也意識到這些加強臨時雇員附著力的想法是對公司有價值的。現在他所需要的,要確認的事情是決定什麼樣的策略對公司是最有意義的認真分析
  • 任務功能不同
  • 主導權/主控地位
  • 策略與組織發展
  • 擔任派遣工作之人員之執行品質
  • 派遣人員的費用成本
  • 派遣人員的工作持續性、穩定性
  • 派遣人員的溝通性與融合性