Chapter VI Case Study and Data Analysis
6.3 Intervening Obstacle
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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
6.3 Intervening Obstacle
In this section, there are six-intervening obstacle questions and interviewees’ in-depth interview answers. However, during the movement from the local place to other places where have more opportunities to Taiwanese S&T talents, but there still are some difficulties they need to conquer, such as, personal aspect (family care, health, working pattern, and the like),
229 PL-02-HJ-06
230 PL-03-EB-01
231 PL-03-HE-01
232 PL-03-HJ-01
233 PL-03-HJ-02
234 PL-03-EJ-01,PL-03-MT-01, PL-03-HJ-03
235 PL-03-MA-02
236 PL-03-EJ-03,PL-03-MT-05 PL-03-EJ-09,PL-03-HJ-04,PL-03-HJ-06
237 PL-03-EJ-05
238 PL-03-EJ-04,PL-03-MT-02,PL-03-EJ-06, PL-03-MA-01,PL-03-EJ-02,PL-03-HJ-05
239 PL-03-EB-02,PL-03-MT-04,PL-03-HE-02,PL-03-MA-03, PL-03-EJ-07,PL-03-MT-03
240 PL-03-EB-03
241 PL-03-EB-04
242 PL-03-HE-03,PL-03-HE-04,PL-03-HE-05
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enterprises’ future, personal employment development and so on.
1. “What are your company policies for dispatching employees to make them have comfortable environment and focus on working?”
The points are on food,243 living needs,244 security,245 overworking issues,246 completive equipment, medical service247 and local manager’s assistant to help dispatching employee to adapt local life in the shortest time.248 We strengthen the guidance with team leader for taking turns on working on holiday that avoids overworking and employee can have time to rest.249 Besides, we arrange local managers to help dispatching employee to adapt the local life. We hope that employee wouldn’t resist to dispatch, because of daily needs, like food or living.250
2. “Policy for dispatching overseas employee’s dependent.”
There is no any policy for the short-term dispatch employee’s dependents,251 but only to long-term employee’s dependent. For instance, depending on different dispatching location to provide different quantity of flight tickets to dependents.252 If taking dependents to dispatch overseas, enterprise provides traveling allowance, medical insurance, children’s education allowance, living allowance, bank loan allowance for buying a house253 and so on.254 Dependents have the preference to get a job, if the company has recruiting request that is to avoid the dispatching employee’s turnover.255
243 OB-01-HE-01
244 OB-01-HJ-01,OB-01-HJ-04
245 OB-01-HE-02,OB-01-HE-03
246 OB-01-HE-05
247 OB-01-HE-04
248 OB-01-HE-01
249 OB-01-HE-06
250 OB-01-HJ-06
251 OB-02-HE-01, OB-02-HJ-01
252 OB-02-HE-02, OB-02-HE-03,OB-02-HJ-02
253 OB-02-HE-06,OB-02-HJ-03
254 OB-02-HE-04,OB-02-HJ-03
255 OB-02-HE-05,OB-02-HJ-04,OB-02-HJ-05
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3. How to conquer your personal issues, such as: life balancing, family, health issues to accept this job that includes dispatch overseas frequently? Or does your company have any policy to help employee to conquer these issues?
1) Married male engineer manager MT
To him, it has no choice to think if he accepts for dispatching job or not, so he only accepts what job needs.256 But recently, he changes to another job that is same character of job, products, smaller scale than the original job and clients that make the working temple is slower (stress is less). For the reasons of changing to another job, due to he sees some actual examples around him, considers of parents care and wife’s concern.257 On the present job, the owner of company who wishes that he can take care of employee’s need and practical CSR (Corporate Social Responsibility).258 So here, we take turns for dispatch and division jobs to support each other, when there is anyone who is on business trip what decrease a half of dispatch times. It solves my personal family care, health issue and I can spend time with family and promote my professional knowledge/skills.259
2) Single male mechanical engineer EB
Family supports what my decision,260 there is nothing I need to conquer.261 To me, the factory in China locates in Taiwanese enterprises cluster where has complete living function.262 For example, there are Taiwanese grocery and restaurant to choose263 and complete dormitory equipment264 that has no difference as working in Taiwan. But the only different thing is separate with family and need to 24 hours support in China.265
3) Married female mechanical engineer and has a child EJ
256 OB-03-MT-01
257 OB-03-MT-03
258 OB-03-MT-04
259 OB-03-MT-05
260 OB-03-EB-01
261 OB-03-EB-02
262 OB-03-EB-03
263 OB-03-EB-04
264 OB-03-EB-06
265 OB-03-EB-07
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She meets family care,266 health267 and stress268 issues that are connected to each other.
To her, dispatch is unavoidable and can’t change,269 so she changes her situation to adapt it.270 She communicates with family to get consensus and overcomes the family issue to decrease stress, so that she can concentrate on working.271 For the part of enterprise policy on dispatch, enterprise wouldn’t change for personal reasons or sexual.272
4) Single female mechanical manager MA:
She has healthy issue and career plans that conflict with the dispatching working pattern.273 The frequency dispatches that causes the healthy issue and can’t take care of both job and study（she wanted to study MBA degree）. Finally, she chose to study MBA degree and quit job.274 She was convinced by company for having half a year to restore health, later to decide if going back to work?275 However, she knows what she met on job that is normal in Taiwanese employment condition, so she decided to change herself to fit the situation. She changed to different position of job that doesn’t need to have dispatch, because the factory locates in Taiwan. This is her way to overcome the situation.276
4. “What kind of issues you think that need to be solved immediately? If not, they would affect your decision of job?”
1) Dispatch issue: dispatching frequency,277 working time when dispatching,278 environment of dispatch location279 and daily needs arrangement.280 An interviewee who expresses
266 OB-03-EJ-01
267 OB-03-EJ-02
268 OB-03-EJ-03
269 OB-03-EJ-04
270 OB-03-EJ-05
271 OB-03-EJ-06
272 OB-03-EJ-07
273 OB-03-MA-01
274 OB-03-MA-02
275 OB-03-MA-03
276 OB-03-MA-04
277 OB-04-MA-01,OB-04-EJ-01, OB-04-MT-01
278 OB-04-MA-02,OB-04-MA-03,OB-04-EJ-02,OB-04-MT-01,OB-04-MT-02
279 OB-04-MA-04
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that worst experience is can’t adapt the Chinese food.281 Also, for female dispatching employee who concerns about the security and safety.282
2) As getting old, can’t afford physically of dispatching between Taiwan and China for long.283
3) Affecting to personal health284 or family care.285
4) The dispatching allowance can’t support the daily needs in China that would decrease employee’s coherence to enterprise.286
5. “Countries from the world are trying for excellent talent, what do you meet when HR recruiting?”
1) Recruiting in China
The lacking of loyalty:287 whomever blue-collar or white-collar employees who have very low loyalty, the priority of job selection is salary.288 They are easy to quit by the difference of salary289 that is hard to expect the turnover rate.290 We can’t real realize their thoughts, enthusiasm or coherence for job.291
Labor shortage: after every Chinese Lunar New Year, there is labor shortage after employees come back their hometown and we can’t find ways to solve this issue.292
Excellent talent who goes to foreign enterprises: 293 It is more stressful, working very long and toilsome for working in OEM, so most of employees who are willing to work in
280 OB-04-MA-04
281 OB-04-MA-07
282 OB-04-MA-11,OB-04-EB-04
283 OB-04-MA-05
284 OB-04-MA-08,OB-04-MT-05
285 OB-04-MA-09,OB-04-EJ-03,OB-04-EJ-04,OB-04-EJ-05,OB-04-MT-04,OB-04-MT-05
286 OB-04-EB-01,OB-04-EB-02
287 OB-05-HE-01
288 OB-05-HE-02,OB-05-HJ-01
289 OB-05-HJ-02
290 OB-05-HJ-03
291 OB-05-HJ-04
292 OB-05-HJ-05,OB-05-HJ-06
293 OB-05-HJ-10
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foreign enterprises.294 And we need to compete with foreign enterprises for recruiting.295 2) Recruiting in Taiwan
Taiwan needs more high level of white-collar talents, but Taiwanese enterprises don’t want to spend a lot of cost on them.296 But now Chinese enterprises are willing to pay a lot for recruiting white-collar talents that leads Taiwanese white-collar talents who move to China to work. If they work in Taiwan, they are difficult to promote or have better career development.297
For the engineers who need to dispatch between Taiwan and China that has a small of them exclude for dispatching frequently.298 Married employee or 50s~60s employee who can’t afford the working pattern of dispatching by their situation.299 Some of them are very excellent talents and very open to tell us that they don’t want to dispatch to China that causes we lose the chance to recruiting good experiences professional talents.300
6. “Countries from the world recruiting excellent talents, what kind of influences for employee’s job selection?”
1) Working overseas: There are different aspects of influences for positive, negative and neutral.301
Positive: the personal professional ability, knowledge and practice experiences that increase the opportunity for working overseas.302 Since countries from the world recruiting overseas, we can choose both domestic and foreign jobs.303 And we have more
294 OB-05-HJ-08
295 OB-05-HJ-09
296 OB-05-HE-03
297 OB-05-HE-04
298 OB-05-HJ-11
299 OB-05-HJ-12
300 OB-05-HJ-13
301 OB-06-MA-01
302 OB-06-MA-02
303 OB-06-MA-03,OB-06-EB-04,OB-06-EB-02,OB-06-EB-03
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chances to choose suitable and competitive enterprises to enterprises.304
Negative: if choosing English language countries of job that the baffle to me would be language.305
Neutral: for married employee who doesn’t consider to work in other countries, there is no any influences to them for countries from the world that recruiting talent.306
2) Working in Taiwan
Positive: Taiwanese working attitude that would be a advantage, if the enterprises care a lot about it and ignore the difference on salary.307 Besides, government and enterprise’s are very important to works’ employment. How government to build rules to guarantee Taiwanese basic working rights that would help a lot for working in Taiwan.308
Negative: The influence includes salary,309 intense competitiveness and job opportunity.310 Enterprises can hire Chinese with less money with the same job contents that cause Taiwanese employee needs to accept the bad salary and welfare to get job. Also, Taiwanese have less bargain power and more intensive competition with Chinese.311 Besides, Taiwanese will be easy to be replaced by Chinese, because Taiwanese now care more about their leisure time, life, working conditions, such working time.312 If enterprise hires Chinese, they can avoid these kinds of issues.313 For the married employee who thinks that she/he loses the advantage with the marriage condition for asking higher salary and job opportunity selection.314
3) No difference of domestic or foreign jobs
304 OB-06-EB-01
305 OB-06-MA-04
306 OB-06-EJ-07
307 OB-06-MA-07
308 OB-06-MA-08
309 OB-06-EB-06,OB-06-EB-07,OB-06-MT-04,OB-06-EJ-02
310 OB-06-EB-08,OB-06-EB-07,OB-06-MT-04,OB-06-EJ-02
311 OB-06-EB-09,OB-06-EB-10,OB-06-EJ-03
312 OB-06-MA-05,OB-06-EB-05
313 OB-06-MA-06
314 OB-06-EJ-04,OB-06-EJ-05,OB-06-EJ-06
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For having a sufficient practice experiences of engineer manager who isn’t affected by the situation of countries from the world recruit talents and compete with them.315 He thought foreign excellent talents would have adaption issues on job, culture and life in Taiwan that might be his advantage. To him, he will choose Taiwanese or foreign enterprise, but not Chinese enterprise.316 Because he is accustomed of Taiwanese working pattern, consider the priority of family and stability,317 he doesn’t consider of choosing to work overseas or dispatch.318
315 OB-06-MT-01
316 OB-06-MT-07
317 OB-06-MT-02
318 OB-06-MT-03
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Chapter VII
Findings and Suggestion
To probe the conclusion from two ways of the first hand of information that is the mainly information and supplement the literature. Under the globalization, the cross-strait exchange and interaction become frequently, Taiwanese funding and talents are moving toward to China, what are the influences? To Taiwanese S&T talent, is it an opportunity or challenge? How do they overcome? What are their points- of- views? Author accords to below research purpose to find the answer.
1) To understand, from the Taiwanese S&T talents’ point-of-view, their opinions and thoughts about the new world of work and employment.
2) To understand, the effects and new realities of employment on Taiwanese S&T talents.
3) To propose a set of suggestions with respect to on employment to Taiwanese S&T talents.
4) To propose a set of suggestions to Taiwanese enterprises for adjusting and adopting their policies for human resource management and how to respond to the continuously evolving Taiwanese S&T talents’ working model.
The globalization trend breaks out the border and without boundary between countries.
It accelerates the trans-national and trans-cultural integration of human and non-human activities. It also helps China’s rising and brings opportunities to China. China has massive labor markets and the cheaper lands to be developed by trans-national subsidiary to builds.
Also China’s domestic demand becomes its other potential factor to job seekers and
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enterprises to move to. China becomes the world factory and world market. After the cross-strait government lifted the ban on visiting relatives to each other, both sides’ economic exchanges and activities were opening up. Both sides government started to establish some policies for economic activities to help industry’s development. It provides Chinese more job opportunities to improve the gap between rich and poor issue in China and Taiwanese enterprises can get more profit/benefit by hiring Chinese and setting factories in China. Most of Taiwanese industrial types belong to original equipment manufacturer (OEM) and original design manufacturer (ODM). The trend of globalization and China’s rapid growth/rising what help the cross-strait economic exchange and changes Taiwanese enterprises’ operation patterns. And Taiwanese worker’ working pattern changes, either.
In the early 1980’s, for the dispatch workers who got offers much. However, since more and more Taiwanese enterprises have moving their factories in China, dispatch is a basic request to employees who work in trans-national enterprises, especially for S&T talents. The rising across Taiwan-strait and economic exchanges that brings influences that including opportunities, impact and no influences that depends on different background of people. To junior and single male engineer who has less influences. Author thought because the junior engineer who has energy and needs to accurate his experiences to promote his value added and has more competitiveness. To senior professional talents, they have more obligations and need to pay attentions to their family. Besides, the present Note-book industrial pattern that affects the balance of job, health and family care. Also, they need other additional time to promote their professional skills/knowledge. The consumer electrical products have short life cycling that is difficult to have extra time themselves. Base on the thesis purpose, to integrate the in-depth interview and case-related information, including website information, research reports, academic journals, news and other textual sources.)
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7.1 Influence / Impact to S&T Talent
For the influence and impact to S&T talents including:
1) Dispatch (go- and- forth) between Taiwan and China: for the part of issues that dispatch employees who would have like:
Dispatch working model cause the influences for the imbalance of personal health and professional ability promotion and family care.
Turnover / quit.
Dispatch (go- and- forth) Taiwan and China becomes the basic job request, if can’t fit this requirement, employees need to downgrade their criterion for job seeking. As for the prior demand of dispatch, they must sacrifice the other job requirement.
Young and junior experience of S&T talents who don’t have much loading on family and young, energetic, they are not influenced by dispatch. But for senior, older and married S&T talents who would be constrained by family, personal health and career plan to change jobs for avoiding dispatch jobs.
Dispatch location environments need to conquer. Most of dispatch employees who need to adapt the local environment. For instance, they might have adapting issues of food, besides, the busy schedule leads them have no time to even do laundries.
2) To compete with talents from the world and need to keep promoting professional experiences, knowledge and practical experience.
3) To decrease the job requirement, such as, salary and welfare to strive for job opportunity.
4) The influence from Taiwanese enterprises type
Most of Taiwanese enterprises belong to OEM/ODM and consumer product producing that make professional talents stressful, overtime working and get off work instability. They don’t have time to promote themselves and also have low life quality.
Brain drain: high-tech of industries move to China that cause brain drain.
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Hollowing-out to Taiwanese industries: high-tech of industries move to China that causes industry hollowing-out.
Localization: Taiwanese enterprise starts to hire local manage level of talents to manage local workers/labors.
Replacement: Junior engineer has less practical working experiences and enterprises can hire Chinese employees with less salary to replace them. But for senior engineer have practical professional working experiences that has in-replacement.
7.2 Taiwanese S&T Talent’s Opportunity
For Taiwanese S&T talent’s opportunity including:
1) Taiwanese S&T employment opportunity increasing: globalization breaks out the barrier of the borders that raises many opportunities to not Taiwanese talents job selections, but also talents from the world. As we know that China’s raising and release many jobs. Also, Chinese enterprises start to cross the Taiwan-strait to hire excellent Taiwanese S&T talents.
For instance, Chinese internet-shopping store- Taobao releases jobs to hire Taiwanese employees.1
2) Opportunity to executive leadership: many Chinese start their business, they need executive leadership to manage the enterprise operation. It’s a good opportunity to Taiwanese leadership.
3) Enhancing the admission rate: having the experiences in working China to help them for domestic and overseas jobs.
1 CTV, “Taobao Recruits Taiwanese Employees Who are Exceeds Expectations,” 2014, https://www.youtube.com/watch?v=qt-pOAm1fA4
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7.3 Suggestions
For the suggestions to Taiwan’s employment, as we know the Taiwan’s employment environment is getting worse, S&T talents must find respond resolutions. There are many ways that would help to solve present situation. First, they must keep promote their professional skills/knowledge and ability to compete with talents from the world and ir-replacement. Secondly, trying to find ways to respond the impacts from job, such as,
For the suggestions to Taiwan’s employment, as we know the Taiwan’s employment environment is getting worse, S&T talents must find respond resolutions. There are many ways that would help to solve present situation. First, they must keep promote their professional skills/knowledge and ability to compete with talents from the world and ir-replacement. Secondly, trying to find ways to respond the impacts from job, such as,