| dc.contributor.advisor | 劉梅君 | zh_TW |
| dc.contributor.advisor | Liu, Mei Chun | en_US |
| dc.contributor.author (Authors) | 曾建銘 | zh_TW |
| dc.contributor.author (Authors) | Tsen, Chien Ming | en_US |
| dc.creator (作者) | 曾建銘 | zh_TW |
| dc.creator (作者) | Tsen, Chien Ming | en_US |
| dc.date (日期) | 2012 | en_US |
| dc.date.accessioned | 1-Mar-2013 09:27:22 (UTC+8) | - |
| dc.date.available | 1-Mar-2013 09:27:22 (UTC+8) | - |
| dc.date.issued (上傳時間) | 1-Mar-2013 09:27:22 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0979250202 | en_US |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/57077 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 亞太研究英語碩士學位學程(IMAS) | zh_TW |
| dc.description (描述) | 97925020 | zh_TW |
| dc.description (描述) | 101 | zh_TW |
| dc.description.abstract (摘要) | 政府一再透過媒體強調台灣正面臨人才外流危機，並表示如果不立即採取相關措施因應，未來台灣將淪為「三流國家」。對此，台灣目前有一百萬人持有碩博士文憑，全國共有164 所大專院校負責培育高等教育人才，再加上全民教育水準普遍提升，在此情勢之下，台灣真的面臨人才危機？惟獨台灣社會真的出現企業缺工危機、政府人才危機、人民求職與失業危機，再加上近兩三年先後迸出年金、失業、貧富與世代剝奪感危機，再再打擊各世代生活信心，台灣人民的未來彷彿失去希望，究竟台灣的社會發生什麼問題？ 人才流動是社會正常現象與世界趨勢，合理人才流動是可促進社會與經濟發展，為何美國、歐洲、日本等已開發國家都不擔心人才外流問題，惟獨台灣卻十分焦慮？究竟是人才外流造成人才危機？還是人才危機導致人才外流？台灣真的面臨人才危機問題？身為國家一員，為下一代子女提供一個安居樂業的環境是全民共同責任，對於人才問題現況探討與改進是政府與全民責任，對國家、社會、企業、人才與自己充滿自信，人民的未來才有希望，希望透過本論文對台灣人才外流現象對人才危機之探討與建議。 | zh_TW |
| dc.description.abstract (摘要) | The Government has repeatedly stressed through the media that Taiwan is facing a brain drain crisis. Taiwan will become a "third-level countries" if the Government does not take any immediate measures. There are over a million people with bachelor, master or Ph.D. degrees in Taiwan and 164 universities provide higher education cultivation. Thus, higher educational gets very common among younger generations and becomes universally accessible. Is Taiwan really facing a talent crisis? However, enterprises are short of workers. The government is currently encountering both talent crisis and the unemployment crisis. The migration of talent is a world trend in which talent flow can enhance and promote social and economic development. The United States, Europe, Japan and other developed nations do not worry about the problem of brain drain. Is brain drain caused by the talent crisis or the talent crisis led to brain drain? It seems the main problem is Taiwan faces talent crisis. This study aims to explore the issue of brain drain by examining current situations and critically discussing government policies. Firstly, this study will address and collect the relevant theories and literatures to provide a comparative analytical schema of the problems. Afterward, according to the historical data collection and consolidation, a comparative analysis of research is done through literature review. This study will discuss the status and practice of talent recruitment of China, Korea, Hong Kong and Singapore in a systematic way. Moreover, industrial restructuring poses challenges to the human resource strategies of research, enterprise, and higher education with regards to talent "Incubation", "Maintaining", and "Recruiting". In sum, statistic data and Government policies were investigated and evaluated to find out solutions to talent crisis in Taiwan. | en_US |
| dc.description.tableofcontents | Chapter 1、Introduction1.1 Background…41.2 Study motivation and purpose…9 1.2.1 Study motivation…9 1.2.2 Study purpose…111.3 Research Methods/Processes…14 1.3.1 Research Methods…14 1.3.2 Process of Research…151.4 The research scope, content and limitations…16 1.4.1 The research scope…16 1.4.2 The research content…17 1.4.3 The research limitations…18Chapter 2、The theory of globalization and human capital flow2.1 Preface…222.2 The globalization theory and human capital flow…23 2.2.1 Led by financial capitalism…23 2.2.2 The world divition and North-South differences…24 2.2.3 Regional trends…242.3 The theory of knowledge, creative economy and human capital flow…27 2.3.1 Neo-classical Economic Theory…27 2.3.2 The theory of global division of labour force and international trade…28 2.3.3 Secialized division of labor and endogenous growth theory…30 2.3.3.1 External, increasing returns and economic growth…31 2.3.3.2 Division of labor and economic growth…32 Chapter 3、The development of Taiwanese industries and human capital3.1 The business cycle and stages of economic development34 3.1.1 The period of economic recovery(1949-1952)…38 3.1.2 The period of agricultural workers (1952-1960)…38 3.1.3 The period of export-oriented(1961-1985)…39 3.1.4 Period of economic transformation (1986-1996)…403.2 The history of industrial development and personnel training…43 3.2.1 1950`s-Mainly importing substitution…43 3.2.2 1960`s-Export-orientation…43 3.2.3 1970`s-The economic take-off period…44 3.2.4 1980`s-The economies transition…46 3.2.5 1990`s-The period of economic plan acceptance…47 3.2.6 2000`-The diversified economy plan…48Chapter 4、The talent competition of the Asian countries4.1 Hong Kong…544.2 Singapore…574.3 Korea…604.4 China…64 4.4.1 The talent foundation in the past…64 4.4.1.1 From the "211 Project" to the "985 Project"…64 4.4.1.2 Academic awards and 「Cheung Kong Scholar achievement award」…66 4.4.1.3 The Diversities of Higher Education…69 4.4.1.4 International learning environment…71 4.4.2 The current talent strategy…72 4.4.2.1 International learning environment…72 4.4.2.2 The phenomenon of the mitigation talents countercurrent…74 4.4.2.3 Active involvement of the central and local government…75 4.4.2.4 The improvement significantly of the quality of human resources…76Chapter 5、The Taiwanese Personnel Status5.1 Talents incubation…80 5.1.1 The aspect of the basic level talented people…80 5.1.2 The aspect of the mid-level talented people…81 5.1.2.1 Lack of well- training system …81 5.1.2.2 One does not do what one has learned in the domestic education…82 5.1.2.3 The number of study abroad without increasing…84 5.1.3 The aspect of the high-level talented people…87 5.1.3.1 Diploma does not equal employment …87 5.1.3.2 Education is gradually moving towards the M- type…885.2 Talents Maintaining…90 5.2.1 The aspect of the basic level talented people…90 5.2.2 The aspect of the mid-level talented people…92 5.2.2.1 The impacts would be a tremendous in the industries …92 5.2.2.2 Increased the willingness of overseas work…93 5.2.2.2.1 Overseas work…93 5.2.2.2.2 West-ward working in China…95 5.2.3 The aspect of the high-level talented people…96 5.2.3.1 Populist rule treated equal…96 5.2.3.2 The "Brain Drain" of the academic and technology fields…97 5.2.3.3 Overseas scholars are unwilling to back to Taiwan…98 5.2.3.4 The professors shall take the enrollment task…995.3 Talents Recruiting…101 5.3.1 The aspect of the mid-level talented people…103 5.3.1.1 Foreign students…103 5.3.1.2 Three limits and six noes for the Chinese students…1045.3.2 The aspect of the high-level talented people…106 5.3.2.1 The flexible payment system without efficiency106 5.3.2.2 Talent courtesy effect is limited…107Chapter 6、The reasons of Brain Drain and the response strategies6.1 The reasons of Taiwan`s Brain Drain…109 6.1.1 Development of higher education imbalance…110 6.1.2 Acts and Policies unrepentant…110 6.1.3 Industrial restructuring slow…111 6.1.4 Salary structure caused the adverse recruiting112 6.1.5 The tax shortage is not conducive to the talent competition…113 6.1.6 The shareholder dividends limited the development of talent…1146.2 The strategies of the government…116 6.2.1 The program for shorten the gap between learning and training…117 6.2.1.1 To promote the employability of the students117 6.2.1.2 To enhance the matching platform…119 6.2.1.3 Continual improving the quality of labor force120 6.2.1.4 To strengthen the linking of the local personnel’s with international standards…121 6.2.2 The program of economic momentum upgrading…121 6.2.3 The Golden Ten Years…121 6.2.3.1 The innovation of the science and technology…121 6.2.3.2 Promoting the employment…122 6.2.3.3 The education innovation…122Chapter 7、The Conclusions and Recommendations7.1 Conclusion…126 7.2 Recommendations…131 7.2.1 「Incubating Talents」…131 7.2.1.1 The part of Government…131 7.2.1.1.1 To help obtain a professional license…131 7.2.1.1.2 The development of interdisciplinary talents…131 7.2.1.1.3 Reform of the higher education system…132 7.2.1.1.4 Emphasis on human resources of the new residents…134 7.2.1.2 The part of enterprises …135 7.2.1.2.1 The establishment of talent smiling curve …135 7.2.1.2.2 The establishment of brand image…136 7.2.2 The jobs of "Incubating talents" and "Recruiting talents"…136 7.2.2.1 The part of government…136 7.2.2.1.1 To provide the healthy infrastructure and construction…136 7.2.2.1.2 Improve the administrative efficiency…137 7.2.2.1.3 Substantially relax the Immigration Act …138 7.2.2.1.4 The implementation of the investment protection agreement…139 7.2.2.2 The part of enterprises…140 7.2.2.2.1 Improving the personnel salary…140 7.2.2.2.2 Promote the industrial restructuring…141BibliographyⅠ、Doctor /Master Thesis…143Ⅱ、Books…144Ⅲ、Seminar papers…145 | zh_TW |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0979250202 | en_US |
| dc.subject (關鍵詞) | 人才外流 | zh_TW |
| dc.subject (關鍵詞) | 人才 | zh_TW |
| dc.subject (關鍵詞) | 育才 | zh_TW |
| dc.subject (關鍵詞) | 留才 | zh_TW |
| dc.subject (關鍵詞) | 攬才 | zh_TW |
| dc.subject (關鍵詞) | 香港 | zh_TW |
| dc.subject (關鍵詞) | 新加坡 | zh_TW |
| dc.subject (關鍵詞) | 南韓 | zh_TW |
| dc.subject (關鍵詞) | 中國 | zh_TW |
| dc.subject (關鍵詞) | Brain Drain | en_US |
| dc.subject (關鍵詞) | Talent | en_US |
| dc.subject (關鍵詞) | Incubation | en_US |
| dc.subject (關鍵詞) | Maintaining | en_US |
| dc.subject (關鍵詞) | Recruiting | en_US |
| dc.subject (關鍵詞) | Hong Kong | en_US |
| dc.subject (關鍵詞) | Singapore | en_US |
| dc.subject (關鍵詞) | Korea | en_US |
| dc.subject (關鍵詞) | China | en_US |
| dc.title (題名) | 從台灣人才外流現象探討人才危機 | zh_TW |
| dc.title (題名) | Brain drain and its challenge to brain crisis in Taiwan | en_US |
| dc.type (資料類型) | thesis | en |
| dc.relation.reference (參考文獻) | Ⅰ、Doctor /Master Thesis1、蔡文達（2003），《員工分紅入股制度對高科技產業發展之影響》。國立雲林科技大學企業管理系碩士班。2、陳漢卿（2004），《技職體系人才培育之研究》。輔仁大學應用統計學研究所。3、胡宇芳（2004），《二十一世紀初中國大陸「人才強國」策略之分析》。淡江大學中國大陸研究所。4、陳雅雯（2005），《中國大陸高等教育改革之研究（1992~2004年）。淡江大學中國大陸研究所。5、闕君茹（2006），《國家高級人力培育計畫－海外留學生之留學經驗與社會支持之相關性研究:以千里馬專案計畫為例》。國立台灣科技大學技術及職業教育研究所。6、張靜文（2007），《我國專技移民政策及制度之研究》。國立政治大學行政管理碩士學程。7、李柏均（2008），《高等教育機構延攬優秀人才之研究》。國立台北教育大學教育行政與評鑑研究所。8、黃美雲（2008），《產學合作之人才培育績效評估模式建構》。開南大學企業與創業管理學系。9、許雅筑（2008），《我國高等教育人才培育與市場人力需求關係之研究》。國立暨南大學教育政策與行政學系。10、宋世傑（2009），《台灣與新加坡移民政策制定因素之比較研究》。國立暨南國際大學東南亞研究所。11、黃雅婷（2010），《高等教育擴張對年輕工作族群之大學溢酬與工作選擇影響之研究》。南華大學經濟學研究所。12、陳紹倫（2010），《高等教育擴張對大學畢業生薪資生產力之影響》。國立台北大學經濟學系。13、楊淑涵（2011），《我國高等教育學生對招收大陸學生來台就學政策之態度研究》。銘傳大學教育研究所碩士班。14、黃品蓁（2012），《台灣與中國高等教育國際化策略之比較研究》。國立台北教育大學教育經營與管理學系。15、范李軍（2005），《我國加入WTO候人才安全問題的初步研究》。中國首都經濟貿易大學安全工程學系。16、趙琪（2005），《保障我國人才安全戰略研究》。中國武漢大學科學社會主義與國際共產主義運動學系。17、齊子萍（2007），《我國高效人才流動問題研究》。中國山東大學行政管理學系。Ⅱ、Books 1、Andrew Ross，《當產業都外移中國之後（台北：遠流出版社）》，2010年4月，初版1刷。2、楊君仁，《新移民的勞動、權利與法制（台北：巨流圖書公司）》，2011年5月，初版1刷。3、許義寶，《入出國法制與人權保障（台北：五南圖書出版社）》，2012年7月，初版1刷。4、湯京平，《中國大陸暨兩岸關係研究（台北：巨流圖書公司）》，2011年9月，第一版第一刷。5、David Smith，《The Dragon and The Elephant（台北：知識流出版社）》，2007年10月，初版十六刷。6、George Friedman，《The Next 100 Years.A Foecast For The 21th Century（台北：木馬文化出版社）》，2009年7月。7、John Naisbitt，《China’s Megatrends（台北：天下文化出版社）》，2009年11月，第一版第二刷。8、入出國及移民署，《移民行政白皮書》，2009年3月，初版。9、內政部警政署，《防制大陸地區人民非法移民之研究》，2005年6月，初版。10、入出國及移民署，《我國專技移民及投資移民之策略研究》，2008年10月，初版。11、工業技術研究院產業經濟與趨勢研究中心（2007），《2015年台灣產業發展願景與策略》。12、Peter the Stalker, "International Migration (Taipei: Bookman Books Co., Ltd) ", in December 2002, the first edition.Ⅲ、Seminar papers 1、王智盛，《全球化下的人才競逐》。「2012人口移動與執法學術研討 會」。 2、陳明傳，《國土安全、移民與國境執法》。「2012人口移動與執法學術研討會」。 3、汪毓瑋，《國家型塑移民政策應思考之問題與未來發展之探討》。「2012人口移動與執法學術研討會」。 | zh_TW |
