The Empirical Research of Taiwanese Enterprises’ HRMPolicy in accordance to China’s Economic Transition.

• Main Authors: Hisu-Hsueh Chen-Huang, 陳黃綉雪
• Other Authors: Dr. Bih-Shiaw Jaw
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/39269194501608178631

碩士 === 國立中山大學 === 人力資源管理研究所 === 99 === Since Mainland China opened its market, its strengths and low-cost labor appeals to foreign investors and manufacturers, resulting in rapid growth of overall economics. Several investment factors in Taiwan, including rising land price due to economic growth, rising costs of labor, and shortage of labor force, drive Taiwanese firms to base manufacturing plants in Mainland China because of its cheap labor and massive scale of labor force. The aim of this research is to investigate the way in which human resource department adjusts its strategy as a part of enterprise transformation from labor orientation to marketing orientation under the influences of China’s policy of economic transformation. The case study in this research is an outstanding enterprise, having three oversea plants, in southern Taiwan. The analysis and research results are shown as follows. (1) The introduction of the Labor Contract Law of the People’s Republic of China and the Social Insurance Law of the People’s Republic of China brings more disadvantages than benefits to enterprises. The laws improve Chinese laborers’ basic rights at the expense of increasing management risks and labor management costs from Taiwanese firms. (2) Under the influences of global economic crisis, policies to downsize organization structure lead to a loss of talents, but enterprises should enhance its education training, reinforce organizational culture and vision, and speeding up the process of localizing talents. (3) Propelling domestic demand is a policy to sustain economic growth; however, as farmers’ income increases, it is more difficult for enterprises to recruit laborers. Enterprises should be cautious on designing long-term plans of human resources. (4) The Foxconn incident is not an individual case. It shows that an enterprise should provide material assurance as well as spiritual concerns to employees. The butterfly effect of pay raise will speed up enterprise transformation and reach the long-term goal of paralleling Chinese plants to global market. (5) It is crucial for enterprises to provide material assistance to expatriates as well as mental well-being of the employees and the families.