全球邁向高齡化和遇上國內青年出走潮，人力派遣這項產業就變得十分的重要，而青年的出走潮導致許多工廠的基層工作沒有人手，因此需要外籍勞工的人力來進行作業。本論文探討解決人力仲介公司內部人才流失的問題，利用目標設理論的六大要點來進行分析，運用承諾、反饋、自我效能、任務策略、滿意度、高績效迴圈來改善公司內部運作的方式，由內而外的更新個案公司運作模式重新以員工的角度去做思考設置完善的配套措施和爭取資源，促進政府訂定可以保障員工及勞工的法條，改變員工對於公司只是職場的想法，讓員工了解到公司會和他們一起努力一起向前邁進形同家人的感覺。
As the world moves toward aging and encounters the tide of domestic youth, it is very important for manpower to dispatch this industry. The tide of youth has led to the lack of manpower in the grassroots work of many factories. Therefore, the labor of foreign workers is required to carry out the work. This paper explores the problem of solving the brain drain of the human resources agency. It uses the six key points of the goal-setting theory to analyze and use the commitment, feedback, self-efficacy, mission strategy, satisfaction, and high performance loop to improve the internal operation of the company. From the inside out, the updated case company operation mode re-thinks from the employees point of view, sets up perfect supporting measures and strives for resources, promotes the governments stipulations that can protect employees and labor, and changes employees thinking that the company is only a workplace. Let employees know that the company will work with them to move forward together to feel like family.
