高齡化是全球性的課題，影響人口結構且對職場造成衝擊，尤其是國營事業受到重大的影響。爲因應此一現象所帶來的衝擊，必須妥善地運用中高齡的人力資源，並且在新進員工與中高齡者之間設立完善的能力移轉，以維持企業的競爭力。本研究主要探究我國國營事業能力移轉的步驟以及能力移轉實施方式，藉由質性研究的方法，並以半結構式訪談的方式對四個國營事業、八位人力資源管理者進行訪談。根據訪談內容，本研究亦進一步建構我國國營事業的能力移轉模式。透過本研究的實施主要發現：(1)國營事業能力移轉的階段包括：確認、儲存、移轉與評鑑等四個階段；(2)國營事業能力移轉共採用十一種方式；(3)能力移轉模式具有循環與共存等特色。

Aging has become a global issue that influences the demographic structure and the working place, this issue especially affects the government enterprises. To face this impact of the aging notation, we have to take advantage of the middle-age and senior people's human resources, and set up the measure of competence transfer between the novices and middle-aged and senior workers to maintain the competition of the enterprises. This study aims to explore the steps and the ways of carrying out the competence transfer in the government enterprises. Semi-structured interview of qualitative research methods is conducted with eight human resource managers from four government enterprises. The conclusions of the study are summarized as followings: (1) The competence transfer steps include: identification, storing, transfer and evaluation; (2) 11 ways are adapted for the competence transfer; (3) The competence transfer model possesses two characteristics: coexistence and circulation.