Chapter VI Case Study and Data Analysis
6.2 Pull
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accomplishment from job186 that would decrease her competitiveness on working.187 2) Opportunity
If recruiting foreign talent who might have adaption issues that would have relevant turnover rate that is not good for a project and cause influence. This would be a advantage to Taiwanese talent.188
The stress of competing with other talents that is right to help to promote talent’s ability189 and create personal value.190 Meantime, because Taiwanese employee who is familiar Taiwan’s working environment and has different point-of-view and senses of issues that becomes their advantage and opportunity to compare with foreign employees.191
To increase talent’s competitiveness internationally: 192 there are many different characters of job opportunities193 and connect to world internationally.194
Competitiveness between the countries in the world that can inspire and promote Taiwanese domestic employment environment and improve labor dispute issues.195
6.2 Pull
This section includes three-pull-questions and interviewees’ in-depth interview answers.
Globalization breaks the barrier and across borders that brings many job opportunities to employees from the world and employees. Since working environment in Taiwan is not very good, some Taiwanese S&T talents are willing to move to the places where have better
186 PS-07-EJ-01
187 PS-07-EJ-03
188 PS-07-MT-02
189 PS-07-MT-03
190 PS-07-MT-04
191 PS-07-MT-05
192 PS-07-EB-01
193 PS-07-EB-02
194 PS-07-EB-03
195 PS-07-EB-05
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conditions to satisfy their needs.
1. “Comparing with other enterprises, what is your enterprise’s superiority of retention?”
1) The enterprise’s foresight:196 systemize,197 stable growth of sales,198 the top big NB computer brand company.199
2) Guarantee of salary,200 encourage for good performance by bonus.201 3) Welfare202 and vacation (30 days of personal leave with paying salary).203
4) Sufficient resource: various professional programs online learning that including profession, language and books.204 These resources can help employees to promote the latest professional skill/knowledge and implement the lacking parts.205 Also there are many groups for learning/developing different hobbies and relaxing.206
5) Flexible working pattern:207 the computer for working is laptop that can make employee work at home.208
6) Retention policy: opening internal vacancy to employees to apply to shift other jobs. For enterprise, they can remain good talent and employee has more chances of opportunity for job.209 Besides, enterprise awards bonus to excellent Engineer with contract and Engineer can’t quit in 3 three years.210 This policy is for employee’s stability, decrease turnover rate211 to remain excellent talents.212
196 PL-01-EJ-04
197 PL-01-EJ-05,PL-01-MA-09
198 PL-01-EJ-02,PL-01-MA-08
199 PL-01-EJ-01,PL-01-HE-01
200 PL-01-MA-02, PL-01-EB-01,PL-01-HE-02,PL-01-HE-03,PL-01-HJ-01,PL-01-HJ-06
201 PL-01-HE-02,PL-01-MA-03,PL-01-EB-07,PL-01-MT-01,PL-01-HJ-07
202 PL-01-MA-01,PL-01-EB-02,PL-01-HJ-03,PL-01-HJ-10
203 PL-01-MA-04,PL-01-MT-02,PL-01-HJ-02
204 PL-01-MA-05, PL-01-EB-03,PL-01-MT-04, PL-01-HJ-08)
205 PL-01-MA-07, PL-01-EB-04,PL-01-EJ-06,PL-01-EJ-07,PL-01-MT-05
206 PL-01-MA-06,PL-01-EB-05, PL-01-EB-06,PL-01-EJ-08
207 PL-01-EB-08,PL-01-MT-03,PL-01-MT-07,PL-02-MT-02
208 PL-01-MT-08
209 PL-01-EJ-08,PL-02-EJ-07
210 PL-02-MA-02,PL-01-HJ-11,PL-02-MA-03
211 PL-02-EJ-06
212 PL-01-EJ-10
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7) Enterprise’s culture and policy: emphasize overwork213 and to develop long schedule of project214 to decrease the irrational schedule and concern more about engineer’s demands.215 Mostly, we work with the clients who we have a long business cooperation that help us for the schedule negotiation.216
2. “What is your company’s policy to avoid and decrease the turnover rate and to against other enterprise?”
1) Salary and welfare: according to personal yearly performance to award bonus,217 increase yearly salary,218 welfare219 and the salary criterion is higher than the same scale of enterprise.220
2) Dispatch: dispatching allowance and transportation that conform with the basic criterion.221 The working stress is less than the same enterprise’s,222 the dispatching time and less frequency.223 Because our enterprise has foresight, the stock lists on the market and high shipments that has more bargain power and resource.224
3) Retention with bonus: base on HIPO (high performance) program225 to identify high performance talent226 to retention. With the top 15% of HIPO and top 5% of KPI who would put on observing.227
4) Creating good working environment atmosphere.228
5) Never having the crisis of laying-off staff, even the financial crisis in 2008.229
213 PL-01-HE-05
214 PL-01-HE-06
215 PL-01-HE-07
216 PL-01-HE-08
217 PL-02-MA-04,PL-02-EJ-02,PL-02-MT-01,PL-02-HJ-02
218 PL-02-EB-01
219 PL-02-EB-04,PL-02-HJ-05
220 PL-02-EB-05
221 PL-02-MA-01,PL-02-HJ-04
222 PL-02-EB-02
223 PL-02-EB-03
224 PL-02-MT-04
225 PL-02-HE-02)
226 PL-02-HE-01
227 PL-02-HE-02
228 PL-02-HJ-01,PL-02-HJ-03
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3. “Enterprise itself attractive for the overseas professional talent.”
1) Enterprise’s foresight and stability that is the guarantee to employees.230 For instance, these years, the enterprise has overall good performance.231 Besides, we are the rank of top fifth of OEM company232 and have own brand233 that are the advantages to recruit.
2) Perfecting of procedure,234 software and hardware equipment235 that can accumulate experiences and professional skill.236 Besides, for the staffs who have experience working in the company (have experience of working in big company, employee’s ability is affirmative237) that increases the opportunity for changing to other jobs.238 3) Salary and welfare are better than other enterprises.239
4) Providing dormitory to employee who is from other place.240
5) Increase employees coherence by taking place travel activities and parties,241 and flexible and un-coercion management.242