Chapter VI Case Study and Data Analysis
6.1 Push
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Chapter VI
Case Study and Data Analysis
This study adopt case interview to conduct in-depth interview and according to the interview contents to do the qualitative data analysis. Base on three aspects - push, pull and intervening obstacles of Push and Pull Theory to conduct data analysis. I conduct interviews to the interviewees of Mechanical Engineer, Mechanical Manager and Human Resource Manager who have experiences of working in laptop-computer companies. And to probe and analyze what are the influences, opportunity and impact to the Taiwanese S&T talent from the cross-strait economic exchange. For the chapter organization is classified the type of Push in section 6.1, Pull in section 6.2 and the intervening obstacles in section 6.3.
6.1 Push
This section is to coordinate the related questions and interviewees’ answers of the type of push and there are totally six-type-push questions here. The tough working environment in Taiwan and further cause influences to Taiwanese S&T talents that include: imbalanced working pattern, welfare, working time and income, influences on personal life, family care and health, the working pattern cause them no more time to promote profession abilities, the related dispatch issues and the like. Above are the top few factors that belong to factor of push to lead employees’ movement.
1. “The incentive and compensation measures to short-term of dispatch.”
Our company’s short-term of dispatch policy is same as the same character of
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enterprises.95 For instance, Mechanical Engineer has the highest rate of traveling in China and the company pays for the daily allowance, the actual expenditure of transportation, hotel and other cost.96 But the long-term dispatch management who are got more incentives by the enterprise, because they helped for building the system in the initial stage.97 For instance, no matter the dispatch employee who is married or single, enterprise will according to different dispatch location, to provide different allowances that include renting, basic insurance (national health insurance, medical insurance, and so on.).98 Besides, enterprise also provide free flight ticket to dispatched employee and whose dependences to a fixed amount of subsidy99 and to their children to education subsidy.100
2. “The dispatch of working model causes the worker mobility percentage and remedy.”
The percentage of the short-term business trip or dispatch is around 25%~35%.101 Some of them quit after working for two cases in a year, because can’t adapt to the dispatch.102 For the high contribution talents whom we would try to find some ways to retain them. For instance, for the manager level or professional talents, we would find if there is any department that have requirement of recruiting103 and assess the overall condition104 to rotation of jobs105 to change the working model to further decrease the dispatch frequency.106 Besides, to implement some policies to the recruiting and retaining workers.107 Initiating to the exact dispatch condition, requirement and dispatch frequency when HR interviews.108
95 PS-01-HE-01
96 PS-01-HE-02, PS-01-HE-03, PS-01-HJ-01
97 PS-01-HE-06, PS-01-HJ-03
98 PS-01-HJ-04
99 PS-01-HJ-05
100 PS-01-HJ-06
101 PS-02-HJ-01,PS-02-HE-01
102 PS-02-HJ-01,PS-02-HE-01
103 PS-02-HE-03
104 PS-02-HE-05
105 PS-02-HE-03
106 PS-02-HE-04
107 PS-02-HJ-03
108 PS-02-HJ-04
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From the end of 2012, we have a questionnaire about dispatching, dispatching location and training program to the retain employees.109 We want to pick the proper employees who have willing to be expatriated overseas or dispatch between Taiwan and China.110 For the part of China, we started to recruit professional talent and manager in China.111 We hope to promote the communication quality112 by the local employees.113
3. “Enterprise’s dispatch policy and which are the more important to employees?”
The enterprise’s policies of dispatch that include: daily and various allowance (daily allowance, food, transportation114, phone fee, and so on.115) 116 living needs and transportation arrangement.117 For the living needs, such as, to provide the food that is close to Taiwanese taste of food118 and basic equipment, such as washing machine, air-conditioner and heater.119 Besides, to living arrangement120 and choose direct flight to decrease traveling time and fatigue.121 The rule of dispatch is not to over 1 month of staying in China, unless there is some specific condition122 and each time for being back to Taiwan for a week.123 Besides, to build the skill transfer and division of working pattern to enhance working efficiency rate, decrease producing issues and producing successful and smoothly.124
According to interviewees reply to know what are the more important dispatch policies and the reasons as below:
109 PS-02-HJ-05
110 PS-02-HJ-06
111 PS-02-HJ-07
112 PS-02-HJ-09
113 PS-02-HJ-08
114 PS-03-MT-06
115 PS-03-EJ-07,PS-03-EB-02
116 PS-03-MA-07,PS-03-EJ-06,PS-03-EB-01,PS-03-MT-01
117 PS-03-MA-06, PS-03-MT-03
118 PS-03-MA-05,PS-03-MT-04
119 PS-03-EJ-02,PS-03-EB-04
120 PS-03-EJ-05,PS-03-EB-03, PS-03-MT-05
121 PS-03-MA-06, PS-03-MT-03
122 PS-03-MA-01,PS-03-EJ-01, PS-03-MT-02
123 PS-03-MA-02
124 PS-03-MA-08
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1) Dispatch time125 and frequency:126 if staying in China too long that would affect dispatched employee’s morale.127 For the married female Mechanical Engineer and male manager, their centric is family and they expect to have other way to balance between working and family. For instance, to take turns for business trip to decrease dispatch frequency128 or division of working129 and to spend more time with family.130
2) Daily living arrangement and convenience:131 to expect to adapt local life in the shortest time to avoid it affects job.132 Also one of the interviewees who expresses that he need assist with doing laundry, because he hasn’t have time to do it.133
3) Traveling with direct flight: decreasing the fatigue.134
4) Allowance of business trip and other expense allowance:135 when working in China that is 24 hours stand by that is tired than overtime working in Taiwan. So, if increasing the allowance of business trip that would enhance the dispatch willing.136
5) The skill transfer and its division of working pattern:137 parent-subsidiary division of working that can promote working efficiency and decrease producing issues.138
6) Rational schedule: irrational schedule would squeeze the working time and need to work long for each day, also increase burdens or stress.139
7) The difference between domestic recruiting and recruiting overseas: whatever domestic or foreign recruiting are the same.140 HR is according to the market salary criterion to
125 PS-03-MA-01,PS-03-MT-09,PS-03-EB-07,PS-03-EJ-08
126 PS-03-MT-10, PS-03-EB-06,PS-03-EJ-09
127 PS-03-MA-03
128 PS-03-EJ-10
129 PS-03-MT-10
130 PS-03-EJ-10,PS-03-MT-10
131 PS-03-MA-05,PS-03-MT-07
132 PS-03-MA-05,PS-03-MT-07
133 PS-03-MT-07
134 PS-03-MA-06
135 PS-03-MA-07,PS-03-MT-08,PS-03-EB-05
136 PS-03-MA-07, PS-03-EB-05
137 PS-03-MA-08
138 PS-03-MA-08
139 PS-03-EB-08
140 PS-04-HE-01
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approve the salary that is higher than the market’s P50~P75.141 The only difference of recruiting is to provide the tax compensation to foreigner employees in Taiwan.142 If recruiting in China, we don’t provide the salary that is higher than 50%~75% of the general level, and only to provide the basic salary that is according to province. We verify different salary to different provinces.143 There is no any salary verification criterion in China, we only provide higher raise salary.144 For the professional talent recruiting, almost the policies are same as other enterprises. For instance, to provide at least 13 months of salary guarantee, vacation and basic welfares.145 According to KPI (Key performance indications) to provide bonus every year.146 For the recruiting, whatever Chinese manager or Taiwanese manager whom we provide training programs to them147 and sometimes might send Chinese manager to Taiwan for manage training and innovation programs training.148 To the recruiting in China, we would ask for sign a contract that asks for working in the company at least 3 years to avoid the turnover. If they don’t work in the company more than 3 years, they need to pay the penalty. The purpose of signing the contract is due to Chinese working attitude, stability and the lacking of coherence toward to enterprise.149 Enterprise expects to promote the guarantee.150 And enterprise will follow Chinese government’s policy of employees.151
4. “What are the factors that would affect to the job selection?”
141 PS-04-HE-02
P50~70: it’s a verified criterion of salary in the market and according to the ranking from 20%~25% to verified salary.
142 PS-04-HE-03
143 PS-04-HE-04,PS-04-HE-05
144 PS-04-HE-06
145 PS-04-HJ-01
146 PS-04-HJ-02
147 PS-04-HE-08
148 PS-04-HE-09,PS-04-HE-10
149 PS-04-HJ-03
150 PS-04-HJ-04
151 PS-02-HJ-05
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promotion opportunity,156 the success on working,157 opportunity of internal shifting job.1583) Dispatching policy: the chance of dispatch,159 dispatching frequency,160 the time of business trip,161 dispatching policy,162 working location.163
4) Welfare and salary.164
5) The balancing of working and personal life: the balancing of health and life,165 if they can leave company on time for taking care of their kids?166 The time of working167 and stress on working.168
5. “What are the selection that Mechanical Engineer / Manager would consider for on policy and welfare?”
1) Enterprise policy:169 parent-subsidiary working pattern and the centric between parent-subsidiary,170 policy of enterprise’s management strategy,171 recruiting.172 The
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recruiting policy is to recruit Chinese to work in Taiwan that will be further to affect Taiwanese employment, for instance, salary, welfare, work-time, employment opportunity.173 If recruiting the employee who is from non-mandarin country that will bring challenge to Taiwanese language.174
2) Working environment atmosphere175
3) The frequency of dispatch176 and dispatching allowance.177 4) Salary, welfare and project bonus.178
5) Location and local culture of the branch of trans-national company.179
6. “Countries from the world recruiting excellent talent, what are the influence (opportunity and impact) to profession talent to domestic employment?”
For this topic, interview MT thinks it is an opportunity to him,180 interviewee EA thinks it is impact181 and interviewee EB thinks it is opportunity and impact to her.182
1) Impact
As for decreasing the cost of producing and operation to choose the low salary talent who are from the country of low income.183
As for maintaining the competitiveness and have more chance to choose excellent job to promote their professional skills and knowledge.184
Female married Mechanical Engineer whose centric is family,185 but not chasing for the
173 PS-06-MA-07
174 PS-06-MA-08
175 PS-06-EB-01
176 PS-06-EB-02, PS-06-EJ-02
177 PS-06-EB-03
178 PS-06-EJ-03,PS-06-MT-04,PS-06-MT-05
179 PS-06-MT-01,PS-06-MT-06,PS-06-MT-02
180 PS-07-MT-01
181 PS-07-MA-01
182 PS-07-EB-06
183 PS-07-MA-02
184 PS-07-MA-04,PS-07-MA-05,PS-07-MA-06
185 PS-07-EJ-02
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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