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題名 臺灣國際人才延攬政策之研究
A Study on Taiwan's International Talent Recruitment Policies作者 蔡沛玹
Cai, Pei-Syuan貢獻者 張其恆
蔡沛玹
Cai, Pei-Syuan關鍵詞 移民政策
攬才
人才移民
Immigration policy
Talent recruitment
Talent immigration日期 2024 上傳時間 5-八月-2024 15:03:05 (UTC+8) 摘要 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.參考文獻 一、中文部分 朱柔若（2000）。社會研究方法: 質化與量化取向。台北:揚智文化。 蔡培松（2015）。製造業基層勞動力缺乏原因之研究-以中彰投地區為例［未出版之碩士論文］。國立中正大學勞工關係學系。 林金定、嚴嘉楓、陳美花（2005）。質性研究方法: 訪談模式與實施步驟分析。身心障礙研究季刊，3（2），122-136。 盧倩儀（2006）。政治學與移民理論。臺灣政治學刊，10（2），209-261。 高郁惠（2018）。人為什麼要遷移？。巷仔口社會學。https://twstreetcorner.org/2018/09/11/kaoyuhui/ 牛冲槐、張敏、接民、李剛（2006）。人才聚集中自我衝突的消减與人才聚集效應研究。科學學與科學技術管理，27（8），148-154。 江豐富（2006）。外勞引進對本國勞工失業, 職業選擇及薪資之影響。臺灣經濟預測與政策，37（1），69-111。 汪毓瑋（2008）。我國專技移民及投資移民之策略研究, 內政部入出國及移民署委託研究報告。 李其榮（2012年）。家庭團聚是移民法體系的核心: 美國, 加拿大家庭團聚移民政策分析。 羅楊（2014）。美國技術移民政策综述。華僑華人歷史研究，（3），34-41。 蕭玟玲（2021）。借鏡星韓延攬國際人才做法檢視臺灣人才政策。臺灣經濟研究月刊，44（7），102-109。 監察院（2017）。我國人力/人才「高出低進」現象暨週邊國家人才延攬相關對策之研析專案調查研究報告。 大紀元（2023）。韓國降低外國勞工留學生居留標準 招攬人才。https://www.epochtimes.com/b5/23/7/6/n14029326.htm 聯合新聞網（2023）。保障產業現場人力 韓國今起擴大發給外籍人才簽證。https://udn.com/news/story/6811/7463975 Seoul(sel), E.（2024）。韓國e-7工作證qa。https://sel.evershinecpa.com/south-korean-expatriates-work-visa-application-ct 趙偉慈（2024）。主要國家經濟移民策略之研析與啟示。人力規劃及發展研究報告，23，81-115。 李修瑩（2023）。借力使力，韓國雙管齊下吸引海外優秀科研人才。經濟部產業人才發展資訊網。https://www.italent.org.tw/ePaperD/7/ePaper20231100005 賈國偉、彭雪婷（2019）。韓國創新人才培育體系及其啟示。創新人才教育，4，79-82。 蘇怡文（2021）。韓國培養第四次工業革命人才之作法。經濟前瞻，（198），110-115。 勞動部勞動力發展署（2024）。外國人在台工作服務網。外國人在台工作服務網。https://ezworktaiwan.wda.gov.tw/Content_List.aspx?n=1840E9E4C04A4FE2 經濟部中小及新創企業署（2024）。創業家簽證。https://www.sme.gov.tw/article-tw-2739-8324 外國專業人才延攬及僱用法資訊專業（2024）。尋職簽證。https://foreigntalentact.ndc.gov.tw/Content_List.aspx?n=407B8C2EE0358D53 就業金卡辦公室TGC（2024）。什麼是臺灣就業金卡？。https://goldcard.nat.gov.tw/zh/ 外交部領事事務局（2024）。亞太經濟合作商務旅行卡(abtc)說明。https://www.boca.gov.tw/cp-42-8-78480-1.html 中國文化大學工學院科技發展與人物編委會（2015）。科技發展與人物。臺灣的科技發展與成就（357頁）。 高育幸（2023）。就業金卡政策執行成果分析及精進做法之研究。人力規劃及發展研究報告，22，323。 國家發展委員會（2023）。就業金卡持卡人大揭密。https://www.ndc.gov.tw/nc_14813_36593 就業金卡辦公室TGC（2024a）。2023 外國專業人才調查摘要。https://goldcard.nat.gov.tw/zh/why-taiwan/gold-card-community-survey-2023/ 勞動部（2024）。勞動部統計查詢網。。取自2024/6/1， https://statfy.mol.gov.tw/ 經濟部產業發展署（2024）。留用外國中階技術製造人力相關法規。經濟部產業人才發展資訊網。https://www.italent.org.tw/Content/01L/73 二、外文部分 Abella, M., Martin, P., & Kuptsch, C. 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British journal of industrial relations, 45(2), 361-382. Wright, C. F., & McLaughlin, C. (2024). Short‐term fix or remedy for market failure? Immigration policy as a distinct source of skills. Industrial Relations Journal, 55(1), 3-19. https://doi.org/10.1111/irj.12412 Yang, D. (2011). Migrant remittances. Journal of Economic perspectives, 25(3), 129-152. 労働政策研究・研修機構（JILPT）. (2022). 諸外国の制度調査（諸外国の外国人労働者受入制度：2022年4月）. In https://www.jil.go.jp/foreign/labor_system/2022/special/no.249.html 労働政策研究・研修機構（JILPT）. (2024). 韓国・台湾の外国人労働者受入制度と実態―非熟練を中心に―. In https://www.jil.go.jp/institute/siryo/2024/281.html?mm=1963 描述 碩士
國立政治大學
勞工研究所
111262003資料來源 http://thesis.lib.nccu.edu.tw/record/#G0111262003 資料類型 thesis dc.contributor.advisor 張其恆 zh_TW dc.contributor.author (作者) 蔡沛玹 zh_TW dc.contributor.author (作者) Cai, Pei-Syuan en_US dc.creator (作者) 蔡沛玹 zh_TW dc.creator (作者) Cai, Pei-Syuan en_US dc.date (日期) 2024 en_US dc.date.accessioned 5-八月-2024 15:03:05 (UTC+8) - dc.date.available 5-八月-2024 15:03:05 (UTC+8) - dc.date.issued (上傳時間) 5-八月-2024 15:03:05 (UTC+8) - dc.identifier (其他 識別碼) G0111262003 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/152949 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 勞工研究所 zh_TW dc.description (描述) 111262003 zh_TW dc.description.abstract (摘要) 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。 zh_TW dc.description.abstract (摘要) 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. en_US dc.description.tableofcontents 第一章 緒論 1 第一節 研究動機 1 第二節 研究目的 2 第三節 研究方法 3 第四節 研究限制 6 第二章 人才的國際移動 7 第一節 國際人力資源 7 第二節 國際人才移動發展成因 15 第三節 國際人力資源移民的影響力 23 第三章 各國延攬政策之比較 32 第一節 移民國家之攬才制度：美國 32 第二節 移工國家之攬才政策：韓國 41 第三節 我國攬才制度 48 第四章 我國攬才制度議題分析 61 第一節 我國攬才政策的成效檢視 61 第二節 移工留才久用訪談分析 71 第三節 人才延攬問題發現與分析 86 第五章 結論與建議 95 第一節 結論 95 第二節 建議 98 參考文獻 101 附錄 107 zh_TW dc.format.extent 3054324 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0111262003 en_US dc.subject (關鍵詞) 移民政策 zh_TW dc.subject (關鍵詞) 攬才 zh_TW dc.subject (關鍵詞) 人才移民 zh_TW dc.subject (關鍵詞) Immigration policy en_US dc.subject (關鍵詞) Talent recruitment en_US dc.subject (關鍵詞) Talent immigration en_US dc.title (題名) 臺灣國際人才延攬政策之研究 zh_TW dc.title (題名) A Study on Taiwan's International Talent Recruitment Policies en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、中文部分 朱柔若（2000）。社會研究方法: 質化與量化取向。台北:揚智文化。 蔡培松（2015）。製造業基層勞動力缺乏原因之研究-以中彰投地區為例［未出版之碩士論文］。國立中正大學勞工關係學系。 林金定、嚴嘉楓、陳美花（2005）。質性研究方法: 訪談模式與實施步驟分析。身心障礙研究季刊，3（2），122-136。 盧倩儀（2006）。政治學與移民理論。臺灣政治學刊，10（2），209-261。 高郁惠（2018）。人為什麼要遷移？。巷仔口社會學。https://twstreetcorner.org/2018/09/11/kaoyuhui/ 牛冲槐、張敏、接民、李剛（2006）。人才聚集中自我衝突的消减與人才聚集效應研究。科學學與科學技術管理，27（8），148-154。 江豐富（2006）。外勞引進對本國勞工失業, 職業選擇及薪資之影響。臺灣經濟預測與政策，37（1），69-111。 汪毓瑋（2008）。我國專技移民及投資移民之策略研究, 內政部入出國及移民署委託研究報告。 李其榮（2012年）。家庭團聚是移民法體系的核心: 美國, 加拿大家庭團聚移民政策分析。 羅楊（2014）。美國技術移民政策综述。華僑華人歷史研究，（3），34-41。 蕭玟玲（2021）。借鏡星韓延攬國際人才做法檢視臺灣人才政策。臺灣經濟研究月刊，44（7），102-109。 監察院（2017）。我國人力/人才「高出低進」現象暨週邊國家人才延攬相關對策之研析專案調查研究報告。 大紀元（2023）。韓國降低外國勞工留學生居留標準 招攬人才。https://www.epochtimes.com/b5/23/7/6/n14029326.htm 聯合新聞網（2023）。保障產業現場人力 韓國今起擴大發給外籍人才簽證。https://udn.com/news/story/6811/7463975 Seoul(sel), E.（2024）。韓國e-7工作證qa。https://sel.evershinecpa.com/south-korean-expatriates-work-visa-application-ct 趙偉慈（2024）。主要國家經濟移民策略之研析與啟示。人力規劃及發展研究報告，23，81-115。 李修瑩（2023）。借力使力，韓國雙管齊下吸引海外優秀科研人才。經濟部產業人才發展資訊網。https://www.italent.org.tw/ePaperD/7/ePaper20231100005 賈國偉、彭雪婷（2019）。韓國創新人才培育體系及其啟示。創新人才教育，4，79-82。 蘇怡文（2021）。韓國培養第四次工業革命人才之作法。經濟前瞻，（198），110-115。 勞動部勞動力發展署（2024）。外國人在台工作服務網。外國人在台工作服務網。https://ezworktaiwan.wda.gov.tw/Content_List.aspx?n=1840E9E4C04A4FE2 經濟部中小及新創企業署（2024）。創業家簽證。https://www.sme.gov.tw/article-tw-2739-8324 外國專業人才延攬及僱用法資訊專業（2024）。尋職簽證。https://foreigntalentact.ndc.gov.tw/Content_List.aspx?n=407B8C2EE0358D53 就業金卡辦公室TGC（2024）。什麼是臺灣就業金卡？。https://goldcard.nat.gov.tw/zh/ 外交部領事事務局（2024）。亞太經濟合作商務旅行卡(abtc)說明。https://www.boca.gov.tw/cp-42-8-78480-1.html 中國文化大學工學院科技發展與人物編委會（2015）。科技發展與人物。臺灣的科技發展與成就（357頁）。 高育幸（2023）。就業金卡政策執行成果分析及精進做法之研究。人力規劃及發展研究報告，22，323。 國家發展委員會（2023）。就業金卡持卡人大揭密。https://www.ndc.gov.tw/nc_14813_36593 就業金卡辦公室TGC（2024a）。2023 外國專業人才調查摘要。https://goldcard.nat.gov.tw/zh/why-taiwan/gold-card-community-survey-2023/ 勞動部（2024）。勞動部統計查詢網。。取自2024/6/1， https://statfy.mol.gov.tw/ 經濟部產業發展署（2024）。留用外國中階技術製造人力相關法規。經濟部產業人才發展資訊網。https://www.italent.org.tw/Content/01L/73 二、外文部分 Abella, M., Martin, P., & Kuptsch, C. 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