養生照護產業是經濟部工業局主導之中高齡民生產業發展計畫，有別於以往國內對於銀髮產業的定義，該產業係以價值鏈中的營運端輔導做為規劃切入點，在推動與宣導該產業計畫之刻，焦點多關注於養生照護市場中商品與勞務的供需平衡，然對於國內老化速度急遽的環境下，養生照護事業極可能遭遇專業人員欠缺所應專業職能的問題，致使事業單位人力資源發展議題逐漸浮上檯面。本研究目的有：（1）了解養生照護產業人力資源主管對於專業人員應具備能力之看法；（2）探討養生照護產業專業人員扮演的職場學習角色；（3）探究養生照護產業專業人員的職場學習能力。本研究採用描述法，透過文獻探討、實地訪查與問卷調查等程序進行資料之收集。研究對象包括訪查50 位現任養生照護產業實務工作者，以及訪談三位人力資源主管，研究工具參酌Rothwell 發展之「評鑑職場學習能力」問卷，並採用敘述統計與相關分析等統計分析方法進行資料分析。研究結論包括：養生照護產業人力資源主管認為職場工作者應具備「管理類」核心職能與「行政溝通協調類」一般職能；養生照護產業專業人員學習與參訓意願強烈，扮演職場學習角色多為資訊蒐集者；養生照護產業專業人員普遍認為專業尚有提昇空間，但缺乏職場學習能力。故研究建議養生照護事業管理者，審慎評估職場學習介入組織之可行性，並規劃相關學習方案，以利人員專業發展。

Health care industry is the project of middle-and-old age livelihood industrial development promoted by Industrial Development Bureau, Ministry of Economic Affairs. The objects of service are not only the seniors, but the contents of the project are to prepare for healthy and robust aging. Different from the definition for the senior industry in our country, that was planned to begin with the operation node of value chain. As advancing and promoting this project, the focus mainly lied on the commodities in the health care market and on the supply-and-demand balance of labor. With the speeding of aging in our country, however, health care businesses might meet the problem that demand and supply of the practitioners are out of balance. The objectives of this study includes: (1) to analyze the core and general competencies of practitioners in the health care industry; (2) to discuss the workplace leaning roles played by practitioners in this industry; (3) to explore the workplace learning competencies of practitioners in this industry. This study adopts descriptive method, collecting information through literature review, interview, and questionnaires. The samples are 50 practitioners employed by health care industry and three managers of human resources interviewed by researcher. The instrument refers to “assessment of workplace learning competency and climate” to conduct empirical analysis and discussion developed by Rothwell. The statistics analysis is carried out with descriptive statistics and correlation analysis. The conclusion includes: the supply of human recourses does not meet the demand in the health care industry. The unbalanced supply-and-demand of human resources may be solved by adjusting professional competency. In addition, the practitioners in the health care industry are willing to participate in the professional leaning and training. Their workplace learning roles are the information-gatherers and the professions have to be improved. Therefore, the recommendation is that managers of the health care industries should evaluate the possibility of integrating workplace learning into their organizations and draw up learning projects for the development of practitioners.