The Ministry of Labor released the "Guidelines for the Utilization of Manpower for the Elderly and Elderly Persons in the Hotel and Accommodation Industry", which is divided into two parts: "Enterprise Edition" and "Labor Edition"
The tourism and accommodation industry has been complaining about job shortages for many years. Faced with the rapid growth of Taiwan's middle-aged and elderly population, in order to encourage the middle-aged and elderly people to invest in the tourism and accommodation industry and encourage employers to actively adopt them, the Ministry of Labor has upgraded the "Manpower Utilization Guidelines for the Middle-aged and Elderly Persons and the Elderly in the Tourism and Accommodation Industry" that has been issued for 114 years. It includes the "Guidelines for Optimizing the Scheduling System" for part-time workers, and the "Labor Health Insurance and Occupational Accident Insurance Plus Surrender Standards" for short-term workers. It is hoped that middle-aged and elderly people will have the courage to find jobs, and it will also help employers clarify regulations and operating procedures, and shorten the cognitive gap between the two parties.
Huang Lingyu, Director of the Workforce Development Administration of the Ministry of Labor, pointed out that the "Guidelines for the Utilization of Elderly Personnel and Elderly Personnel in the Hotel and Lodging Industry" published in 2014 has two parts: the "Enterprise Edition" and the "Labor Edition". The new edition of the "Enterprise Edition" fully covers "recruitment, employment, training, The four major management cycles of "Talent Retention" have been updated in this revision to include "Guidelines for Optimizing the Scheduling System" for partial working hours and flexible working hours, as well as "Standardized Procedures for Adding and Cancellation of Labor Health Insurance and Occupational Accident Insurance" for short-term and flexible workforces, to help employers clarify regulations and operating procedures.
In addition, the manual continues and optimizes the simplification and modularization of work processes. For example, the housekeeping work is divided into "supplementary supplies" and "bed making", and labor-saving assistive devices are used to reduce physical load; it also combines the complementary cooperation model of "Qingyin Xiangxue", with young employees assisting in digital system operation, and middle-aged and elderly employees passing on meticulous service skills.
The "Labor Edition" manual provides comprehensive guidance from resume preparation, interview skills to workplace adaptation for middle-aged and senior job seekers who are interested in entering the tourism and accommodation industry. In addition to in-depth analysis of popular positions such as housekeeping, catering, and counters, it also teaches labor partners to use AI tools to assist in writing resumes and responding to interviews. This revision adds "retirement re-employment insurance rights, subsidy applications, and insurance withdrawal precautions" that are common for older workers returning to the workplace, and designs "Practical Frequently Asked Questions (Q&A)" to answer workers' common questions at once.
Li Yixuan, a special committee member of the Department of Labor Conditions and Employment Equality of the Ministry of Labor, pointed out that there are many benefits to using part-time manpower in the hotel industry. This is mainly due to the obvious difference in the off-peak and peak seasons of housing and catering in the hotel industry. Even within the day, the peak manpower gap caused by the concentration of check-in and check-out periods is more significant, and there are also gaps between shifts. Therefore, if middle-aged and elderly workers can enter the workplace and supplement part-time manpower gaps, the physical and mental pressure of full-time workers can be moderately shared.
However, Li Yixuan also reminded that when hiring part-time employees, employers should clearly agree on work content, rights and responsibilities, and cross-department support matters, and clearly explain details such as working hours, shift arrangements, leave, calculation of special leave ratios, and salary and benefits in accordance with relevant regulations of the Ministry of Labor. Only in this way can a win-win workplace environment be created for both labor and management.
The Development Department pointed out that the "Fifth Five-Year Plan Employment Promotion Measures" launched by the Ministry of Labor's 45+ Employment Resource Network is aimed at assisting the middle-aged and elderly people to return to the workplace. It hopes that after the launch of the new version of the "Manpower Utilization Guidelines for the Elderly and the Elderly in the Tourism and Accommodation Industry", it will further assist more middle-aged and elderly people to enter the tourism and accommodation industry. As of August 2015, 2,895 people had applied for the May Five employment incentives, including 2,539 full-time workers and 356 part-time workers.
