在市場供需及勞動彈性化等因素的影響下，「派遣勞動」的發展已經成為一個趨勢。根據研究顯示，無論對於個別或集體勞資關係，「派遣勞動」都或多或少會產生一定的影響。因此，如何因應「派遣勞動」的發展已經成為許多國家勞動政策制定的重要議題。尤其在國際勞工組織於一九九七年通過所謂「私立就業機構公約」(Convention Concerning Private Employment Agencies,No.181)之後，「派遣勞動」對於勞資關係和人力資源管理之可能影響必須更加以重視。因此，針對「派遣勞動」的發展，本文提出以下初步的結論與建議:第一、「派遣勞動」是社會與經濟現實環境的產物，要想立法加以限制是不切實際的。第二、「派遣勞動」就業(聘僱)安全制度與措施構成一個相當大的挑戰與影響; 對於可能的負面影響，勞資政三方必須予以重視。第三、因應「派遣勞動」發展的政策作為在於制定兼顧經濟與社會需要的派遣勞動法，以及調整集體勞資關係制度與立法。

　　　　　Owing to the influence of market forces and labor flexibility, development of"dispatched work" has become an inevitable trend. Based on the research findings,"dispatched work" would cause effects on industrial relations, both individually andcollectively. In order to cope with the development of "dispatched work", manycountries have made a lots of effort on the study of effects of "dispatched work" and alsoon the design of labor policies aimed at dealing with "dispatched work". Under thiscircumstance, even though the development of "dispatched work" in Taiwan is still at itsprimary stage, effects of "dispatched work" on industrial relations and human resourcemanagement should not be neglected. Therefore, as to the development and effects of"dispatched work", this essay proposes the following ideas and suggestions: 1. The development of "dispatched work" is inevitable, and any attempts to restrict it are unrealistic. 2. The development of "dispatched work" has led to many challenges and negative effects on employment security institution and policies, the actors of industrial relations system should pay more attention to it. 3. Proper ways of dealing with "dispatched work" are to set up so-called dispatched work law, and also adjust collective industrial relations institution and relevant legislation.