标题: 適性化之工程師薪酬政策:以電信設備供應商為例
Adaptive Wage Policy for Engineers: a Case Study of Telecommunications Equipment Supplier
作者: 劉志堅
劉敦仁
高階主管管理碩士學程
关键字: 招募;薪酬政策;吸引及留住;大學剛畢業生;單一職業生涯追蹤;虛擬管理職稱;wage policy;star program;competitive;strategy
公开日期: 2008
摘要: 人才是任何一家公司最重要的資產。對於一家必須以持續研發及推出新產品來保持競爭力的公司,其工程師是特別重要。在台灣,以產品為基礎的公司成功結合利潤分紅制度,長久以來已成為工程師的第一選擇,這樣的處境已造成小型公司尋找合格工程師的困難。
自1997年至2009年,世界經濟同時經歷了沿岸貿易擴張的浪潮、網路泡沫化、復甦、及最近金融海嘯造成的經濟衰退。在這期間,L 公司經歷了正常企業的生命週期,而且成功自創業變成台灣公開發行的上市公司,並成為市場上擁有完整系列產品及許多產品即將發表的成熟企業。
在此過程中,L 公司在招募合格工程師時,必須視此期間外在經濟及內部營業狀況,而面對不同的困難。本研究探討,經歷各種世界經濟狀況時,L公司採用不同的薪酬政策及策略來吸引及留住工程師,及改變當地人力資源狀況。薪籌政策包含剛畢業的大學生及有工作經驗的工程師。L公司也發展了獨一無二的單一職業生涯追蹤方案,採用虛擬的管理職稱以配合當地的文化,及不公佈的明星方案,來留住公司最佳的工程師。
People are the most important asset of any company. For a company that has to design and introduce new products constantly to stay competitive, engineers are especially important. In Taiwan the success of the production based companies with its profit sharing policies have long been the number one choice for engineers. This situation has been problematic for small companies seeking qualify engineers.
From 1997 to 2009, the world economy has also gone through a roller coaster ride of expansion, web bubble burst, recovery, and then downturn due to the recent economic tsunami. During the same period, the L-company has lived through the normal corporate life cycle and successfully gone from a startup, became a public company traded in the Taiwan Stock Exchange, and then a mature company with a full series of products on the market and a lot coming down the pipe line.
Along the way the L-company has to face different problems in recruiting qualify engineers depending on the external economic and internal business conditions of the period. This paper examines the different wage policies and strategies used by L-company to attract and retain engineers through the various world economic conditions and changing local human resource conditions. The wage policy covers fresh college graduates and engineers with work experience. The L-company also developed a unique single career track program using virtual management titles to fit the local culture and an unannounced star program to keep its best engineers.
URI: http://140.113.39.130/cdrfb3/record/nctu/#GT079661532
http://hdl.handle.net/11536/43611
显示于类别:Thesis