Chapter 2、The theory of globalization and human capital flow
5.2 Talents Maintaining
5.2.2.2 Increased the willingness of overseas work
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to enhance the human qualities of the domestic job market, driven by the overall competitiveness of the country and industry.
Facing of two major problems including the massive outflow of high-level human and the basic technical labor are serious shortage in Taiwan. The high-level manpower is the excess due to the low domestic salary level combined with the labor protecting policies of the government that prevent the foreign high-level personnel working in Taiwan, resulting in Taiwan talents only moving out without moving in. As to the primary manpower shortage, the upgrading of technical and vocational schools in the past decade toward academic development, resulting in the differences of learning and using that training a large number of highly educated generalists, but leading to a serious shortage of domestic low-level or technical professionals. Those indicated that the enterprises complain about the job seekers lack of the professional knowledge, the serious shortage of industrial talents and the paradoxical phenomenon of the high unemployment rate of the highly educated.
5.2.2.2 Increased the willingness of overseas work 5.2.2.2.1 Overseas work
To understand the current situation and experiences of white-collar workers working overseas, the 1,488-internet questionnaire survey of office workers overseas work experience designed by the 1111 Job Bank97 from September 8 to September 22, 2012. The results indicated that 77% of surveyed office workers intend to work abroad because of expanding personal
97 1111 人力銀行網路問卷調查，《金飯碗 鐵飯碗 不敵「洋飯碗」?》，9 月 8 日至 9 月 22 日，有效樣本 數為 1,488 份。
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horizons, developing the larger opportunities and considering the wages and benefits. The 38% of them have been successful in acquiring overseas working experience for an average of 4.37 years. The 94% of the overseas salary is higher than Taiwan and the 62.74% is higher than the average payment. The main countries working overseas are mainland China, United States and Singapore. The 61% of overseas workers are in the Taiwan enterprises that most of them are with doctoral degrees and the master degrees as the second rating. That showed the situation of mass exodus of the highly educated people does exist. In the aspect of the industry analysis, the fields of the highest proportion of overseas jobs are production or manufacturing, information/ technology and trade/ circulation in this indirect proof of the loss of many white-collar workers. The foreign workplaces have the advantages of the well salary structure, more respect for professional and greater respect for private time and space.
The average salary in Taiwan has significantly been behind the neighboring countries for many years that is difficult leaving human talents, for example, starting from NT $60,000 for Singapore freshman, NT $70,000 for Korea, NT $32,000 for Hong Kong and $22,000 for Taiwan. The average salary of Taiwan is far behind the neighboring countries. The structure of workplace wage in Taiwan is relatively low, compared to the advanced countries coupled with the ubiquity of higher education. Furthermore, the structures of industries cannot accommodate a large number of highly educated people and businesses to provide resources for training and development space that making the Taiwan office workers are willing to work
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abroad to enhance the talents training in Taiwan large migrating to the Asian neighboring countries. Singapore, Hong Kong, China and Korea conducted comprehensive poaching talents in the fields of education, science and technology, health, sports, aviation98 and other industries of Taiwan. Thus, Taiwan is the aftermath of talent "comprehensive drain" crisis, as the
"talent-exporting countries for the neighboring countries. When high-quality Brain Drains while the domestic business owners said that being unable to recruit talent that the key problem is the issue of the payment. If the companies were willing to use reasonable wage to employ the currently higher education talents, the phenomenon of talent shortage might be improved.
5.2.2.2.2 West-ward working in China
With the signing of ECFA, the cross strait directly flights and the airline cut prices that the Chinese tourists and students can enter Taiwan due to the cross-strait policy. For the cultural, economic and trade exchanges between the two sides, the Chinese market has a "Magnet Effect" on the global capital and talents that the job market is also set off a wave of cross-strait. “Human capital required interaction effect" has become a key cross-strait cooperation in the future. In this trend of west-warding to the mainland China, how are the Taiwan office workers willing to work?
In order to understand the west office workers work on the mainland intention, 1,173 internet questionnaire survey of "The office workers
98 Civil Aviation Pilots Association statistics, " 25 of the Taiwan Aviation Pilots exodus in the 4 months "《4 個 月 25 人 台灣機師大出走》。
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west-ward willingness99" designed by the 1111 Job Bank from May 10 to May 24, 2012. The results showed that 77% of the respondents of the office workers intentionally westward to develop in China. The reasons are optimistic about the potential of the mainland market, increasing the personal working experience and developing an international perspective. The most popular types of works are management, business and trade, manufacturing, the basis for the selection of the type of work by "personal expertise/
professional", "optimistic about industry prospects" and "personal interests/
hobbies. The types of office workers staying in China are the main form of long-term assignments and local appointment. The 57% of office workers now on the development in China have no willingness to return. The 74% of office workers work in China for a higher salary increased by an average of NT 370,000.
5.2.3 The aspect of the high-level talented people