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| Title: | 臺灣國際人才延攬政策之研究
A Study on Taiwan's International Talent Recruitment Policies |
| Authors: | 蔡沛玹
Cai, Pei-Syuan |
| Contributors: | 張其恆
蔡沛玹
Cai, Pei-Syuan |
| Keywords: | 移民政策
攬才
人才移民
Immigration policy
Talent recruitment
Talent immigration |
| Date: | 2024 |
| Issue Date: | 2024-08-05 15:03:05 (UTC+8) |
| Abstract: | 知識經濟的崛起，使人力資源成為國家與企業發展的關鍵，各國對知識與技能的需求讓人才成為炙手可熱的資源，為全面了解國際人才的延攬因果及因素效果，本文深入探討造就國際人才移動行為的影響因素以及國際人才移民會對國家與社會帶來何種影響，將兩項因果作為本文的鋪墊，後續以移民大國美國和同為亞洲在產業、經濟與我國相似的韓國作為代表，審視兩者在移民法制及攬才政策上的內容與架構，發現呼應了前述的人才移動成因，經濟、產業、就業前景、教育品質以及國家競爭力等綜合因素使造就了美國的人才吸引力；而韓國雖與臺灣各方面相似甚至有競爭關係，但對人才供給來源目標與我國有所差異，我國著重外國人才的延攬，韓國則著重國內人才的培育。
我國目前針對外國人才的主要法制與計畫有：外國專業人才延攬及僱用法、就業金卡及移工留才久用方案，本文根據三者的內容作架構性的整理，並且以統計數據和國際人才排名調查報告來顯示我國攬才成效。另外透過訪談了解移工留才久用方案在實務操作的問題發現，包括後續永久居留的兩倍基本工資門檻是否過高、方案對移工具有吸引力但決定權在雇主，以及對雇主而言主動培養移工的可能性較低。透過訪談及移民政策架構的檢視，發現不論何種攬才模式，主動權都在企業手上，企業須以自身需求來挑選及招募人才，政府所架設的攬才管道及誘因措施根據數據都有發揮效果，但政府的攬才政策亦須企業配合，包括就業機會、職涯發展以及薪資報酬等都是除國家攬才政策外有利的攬才力量，因此雖我國成績不差，但臺灣的勞動條件與薪資低落是造就人才猶豫來台的主因，若要在國際攬才市場取得優秀且符合需求的人才，是必須要先釐清人才的考量範圍與因素，並且企業與國家共同努力，方可發揮效果。
The rise of the knowledge economy has made human resources vital for national and corporate development. The global demand for knowledge and skills has turned talent into a highly sought-after resource. This paper explores the factors influencing international talent mobility and the impact of talent immigration on countries and societies.
The study examines the immigration laws and talent recruitment policies of the United States and South Korea. It finds that economic, industrial, employment prospects, quality of education, and national competitiveness make the U.S. attractive to talent. While South Korea is similar to Taiwan in many respects, its focus on nurturing domestic talent differs from Taiwan’s emphasis on attracting foreign talent.
Taiwan’s key regulations and programs for foreign talent include the Act for the Recruitment and Employment of Foreign Professionals, the Taiwan Employment Gold Card, and the Retention of Foreign Intermediate Skilled Workforce Program. This paper analyzes these elements and uses statistical data and international talent rankings to demonstrate Taiwan's recruitment effectiveness. Interviews reveal issues with the Retention Program, such as high wage thresholds for permanent residency and limited employer motivation to train migrant workers.
The findings suggest that enterprises play a crucial role in talent recruitment. While government channels and incentives are effective, their success relies on corporate cooperation. Employment opportunities, career development, and salary compensation are significant factors beyond national policies. Taiwan’s low labor conditions and wages contribute to talent outflow and hesitation to come to Taiwan. To attract and retain top talent, clear understanding of talent considerations and joint efforts from both enterprises and the government are essential. |
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| Description: | 碩士
國立政治大學
勞工研究所
111262003 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0111262003 |
| Data Type: | thesis |
| Appears in Collections: | [勞工研究所] 學位論文
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