|
EDITORIAL: Let¡¦s
encourage ambition
In recent weeks, the issue of a brain drain has generated heated debate in
Taiwan. Despite the many differing opinions on the subject, people have begun to
realize that this is a multifaceted problem which is impossible to ignore.
On one side, many businesses say they have jobs available but cannot find the
right people to fill them. This illustrates that the problem stems from a
mismatch between employers¡¦ talent expectations and skill availability in
potential employees. A recent survey by ManpowerGroup found that 47 percent of
Taiwanese employers had difficulty filling critical positions within their
organizations this year, exceeding the Asia-Pacific region¡¦s average of 45
percent and the global average of 34 percent.
This is surprising, especially when considering that the number of graduates
from local colleges, universities and graduate schools has continued to
increase. The mismatch reflected in the survey suggests that prospective
employees lack the appropriate experience and technical skills for the available
jobs.
However, it also reflects that the types of jobs on offer are changing and that
skill requirements are changing with them. These developments demand greater
government collaboration with educational institutions to develop school
curricula and increase investment in vocational training so that new graduates
would possess the necessary skills required for the jobs on offer.
Within the manufacturing industry, the absence of young skilled workers to
replace retirees makes the problem more complex. Young graduates have become
disinterested with the manufacturing and industrial sectors, which suggests that
part of the overall problem could relate to societal changes as well as
developments in contemporary economic structures.
On the other side of the debate, people such as National Science Council
Minister Cyrus Chu (¦¶·q¤@) are proposing that domestic businesses and industries
need to raise employee salaries. If not, Taiwan will continue to experience
difficulty holding on to domestic talent and attracting foreign professionals.
There have also been calls for the government to expunge outdated laws and red
tape in order to ameliorate the situation.
However, salary levels are dependent on market conditions as well as the types
of jobs and skills needed. If the nation¡¦s industrial upgrading and economic
structural transformation lag behind its competitors and demand for low-skilled
jobs remains ample, how is it possible for employers to pay higher salaries? The
truth is that companies still find it easy to fill their low-paid positions and
they do not hesitate to relocate overseas if domestic costs rise.
Nonetheless, not everyone believes that salary is the only relevant factor. For
instance, Acer founder Stan Shih (¬I®¶ºa) recently said that Taiwan does not face a
talent shortage, but rather a shortage of opportunities for Taiwanese to pursue
and realize their dreams.
While salary is a crucial factor for retaining talent, it is more important to
create an environment which facilitates the realization of personal ambition.
There is no doubt that Taiwan has a glut of talented people. What they need is
an environment in which they can develop to their full potential. Society should
pay due respect to their hard work and companies should reward them
appropriately.
Achieving this environment will require a collaborated effort from all
Taiwanese, a culture that recognizes people¡¦s unique values, an education system
that is more widely focused and a society which is willing to help people from
all walks of life fulfill their ambitions. Otherwise, it is pointless to say
Taiwanese talent should be kept in Taiwan.
|
