香港身心障礙者輔助就業培訓服務之探討

Abstract

本研究旨在探討香港身心障礙者輔助就業培訓服務之發展現況與制度內涵，聚焦於服務歷程、從業人員之職涯動機，以及其面對之挑戰與因應策略。本研究採質性研究取向，透過半結構式深度訪談搜集相關資料，以滾雪球的方式招募受訪者，三間機構參與研究，研究訪談十位任職於服務視覺障礙者、精神復元者及特殊學習需求青年所提供身心障礙者輔助就業培訓之社福機構前線從業人員。研究結果發現，香港輔助就業培訓多以「歷程導向」與「一站式整合」為基礎，涵蓋轉介、評估、媒合、職場支援與結案等五大階段，參加者以就業、工作訓練、興趣探索為參與目標；現行制度在保障服務使用者彈性選擇與個別化介入方面具備一定優勢。然而，不同機構間在流程設計與資源配置上仍存差異，顯示整體服務架構尚未標準化，亦面臨制度不一與服務質素落差之挑戰。此外，受訪者普遍展現高度職涯認同與專業承諾，服務動機來自助人價值、實務成就感及學習成長的內在需求。挑戰層面則包括缺乏標準化評估工具、跨單位資訊整合平台與穩定督導機制，導致服務品質參差與專業支持不足。因此，本研究認為香港輔助就業培訓服務已展現出以使用者為中心、彈性應變及歷程導向等實務優勢，特別是在職場支持與服務連結上，具備回應個案多樣需求的潛力。然而，制度層面仍需補強標準化轉銜機制、專業人員培訓與跨機構協作模式。建議可參考臺灣建置中央資料整合平台與一站式職涯中心的經驗，或借鏡美國與日本強化監管、醫社整合與進用保障的制度設計。在既有基礎上，深化社福機構間合作、明確監管準則、強化在職訓練與制度化督導，可進一步提升服務連貫性與品質，促進身心障礙者職涯發展與社會融合，實現更具永續性與包容性的就業支持體系。This study examines the current development and institutional framework of supported employment training services for individuals with disabilities in Hong Kong. It focuses on service processes, the career motivations of frontline professionals, and the challenges they encounter, along with their coping strategies. Utilizing a qualitative research approach, data were collected through semi-structured in-depth interviews. Participants were recruited through snowball sampling. Three social welfare organizations consented to participate in the study, and ten frontline practitioners working in supported employment services for individuals with visual impairments, ex-mentally ill people, and youth with special learning needs were interviewed.Findings indicate that supported employment services in Hong Kong are generally process-oriented and structured around a one-stop integrated model. These services typically follow five stages: referral, assessment, job matching, workplace support, and case closure. Participants engage in various employment-related activities, including job placement, vocational training, and interest exploration. The current system exhibits strengths in flexibility and individualized interventions, enabling users to access services tailored to their specific needs. However, inconsistencies in workflow design and resource allocation across different organizations suggest a lack of standardization, which poses challenges related to institutional fragmentation and disparities in service quality.Interviewees demonstrated a strong professional commitment and a well-defined career identity, motivated by intrinsic factors such as the desire to help others, a sense of accomplishment in their work, and opportunities for personal growth. Key challenges identified include the lack of standardized assessment tools, limited integration of data across agencies, and insufficient supervisory mechanisms, all of which impede service consistency and adequate professional support.This study concludes that while Hong Kong’s supported employment training services exhibit practical strengths, such as user-centeredness, adaptability, and process orientation, particularly in workplace support and service continuity, there is an urgent need to strengthen systemic components. These components include standardized transition mechanisms, structured professional training, and cross-sectoral collaboration. By drawing on international practices, such as Taiwan’s centralized data platform and one-stop career centers, as well as the regulatory and integrated models from the U.S. and Japan, the study recommends enhancing inter-agency collaboration, establishing clear service standards, and reinforcing in-service training and institutionalized supervision. Implementing these measures would improve service continuity and quality, thereby supporting the long-term career development and social inclusion of individuals with disabilities through a more sustainable and inclusive employment support system.