探討營造業高階經理人遴選外籍移工仲介的關鍵因素
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2023
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政府開放外籍移工引進來台從事基層技術工及勞力工的工作基本原則，係依據就業服務法規定，為保障本國國民工作權，聘僱外籍移工來台工作，不應妨礙本國人之就業機會、勞動條件、國民經濟發展及社會安定。 因此，在不影響本國人就業機會的基本原則層面，對於國內營造業所缺少之勞工，以採取補充性、限制開放行業、限制開放引進外籍移工人數，以維繫營造業及各產業營運。本研究採用質化方法-個案深度訪談，探討營造業高階經理人遴選外籍移工廠商的關鍵因素，總共訪談營造業資深高階經理人五名、營造公司負責人一名，訪談大綱來自於文獻，共有四大項，24題，經過三角驗證法確認效度，以分析、編碼、歸納深度訪談之逐字稿，獲得營造業高階經理人遴選外籍移工廠商的關鍵因素如下 : 1. 公司背景方面 : 仲介公司的規模大小、成立年限與引進移工的經驗累積、服務口碑與能力、仲介與各作業機關之配合度；2. 仲介公司專業的服務品質 : 配置雙語人員比例與專業度、文件控管與引進時程、引進各國籍工人人數；3. 服務全方位 : 移工專業度、危機處理力、移工管理及生活照顧、外籍移工能具備符合所需技能、法令宣導與落實工作安排、移工對仲介的滿意度調查；4. 勞動部對仲介公司的評鑑考核等，營造業高階經理人期望外籍移工廠商能遴選優質外籍移工，從而利於工程順利推動，並滿足全方位的服務需求。
The basic principles of the government's policy to allow the introduction of foreign workers into Taiwan for low-skilled and labor-intensive jobs are based on the regulations of the Employment Services Act. The purpose is to protect the employment rights of Taiwanese nationals. The employment of foreign workers should not hinder the employment opportunities, labor conditions, national economic development, and social stability of the local workforce. Therefore, to address the labor shortage in the domestic construction industry while safeguarding employment opportunities for Taiwanese nationals, it is necessary to implement supplementary measures, industry restrictions, and limitations on the number of foreign workers introduced. This ensures the continued operation of the construction industry and other sectors. This study adopts a qualitative approach - in-depth case interviews - to explore the key factors considered by senior managers in the construction industry when selecting foreign worker recruitment agencies. A total of five senior managers in the construction industry and one company’s owner were interviewed. The interview outlines were derived from the literature and consisted of four major categories and 24 questions. The validity was confirmed through the triangulation method. The transcripts of the in-depth interviews were analyzed, coded, and summarized to identify the key factors for selecting foreign worker recruitment agencies by senior managers in the construction industry.The identified factors are as follows: (1) Company background: The size of the agency, years of establishment and experience in recruiting foreign workers, reputation and capabilities, cooperation with relevant authorities; (2) Professional service quality of the agency: Proportion and professionalism of bilingual staff, document control and recruitment timeline, number of workers recruited from different countries; (3) Comprehensive services: Professionalism of workers, crisis management capabilities, management and care for workers' daily lives, foreign workers possessing required skills, compliance with laws and regulations, satisfaction survey of workers with the agency; (4) Evaluation and assessment of the agency by the Ministry of Labor. Senior managers in the construction industry expect foreign worker recruitment agencies to select high-quality foreign workers to facilitate smooth project implementation and meet comprehensive service needs.
The basic principles of the government's policy to allow the introduction of foreign workers into Taiwan for low-skilled and labor-intensive jobs are based on the regulations of the Employment Services Act. The purpose is to protect the employment rights of Taiwanese nationals. The employment of foreign workers should not hinder the employment opportunities, labor conditions, national economic development, and social stability of the local workforce. Therefore, to address the labor shortage in the domestic construction industry while safeguarding employment opportunities for Taiwanese nationals, it is necessary to implement supplementary measures, industry restrictions, and limitations on the number of foreign workers introduced. This ensures the continued operation of the construction industry and other sectors. This study adopts a qualitative approach - in-depth case interviews - to explore the key factors considered by senior managers in the construction industry when selecting foreign worker recruitment agencies. A total of five senior managers in the construction industry and one company’s owner were interviewed. The interview outlines were derived from the literature and consisted of four major categories and 24 questions. The validity was confirmed through the triangulation method. The transcripts of the in-depth interviews were analyzed, coded, and summarized to identify the key factors for selecting foreign worker recruitment agencies by senior managers in the construction industry.The identified factors are as follows: (1) Company background: The size of the agency, years of establishment and experience in recruiting foreign workers, reputation and capabilities, cooperation with relevant authorities; (2) Professional service quality of the agency: Proportion and professionalism of bilingual staff, document control and recruitment timeline, number of workers recruited from different countries; (3) Comprehensive services: Professionalism of workers, crisis management capabilities, management and care for workers' daily lives, foreign workers possessing required skills, compliance with laws and regulations, satisfaction survey of workers with the agency; (4) Evaluation and assessment of the agency by the Ministry of Labor. Senior managers in the construction industry expect foreign worker recruitment agencies to select high-quality foreign workers to facilitate smooth project implementation and meet comprehensive service needs.
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營造業, 質性方法, 深度訪談, 服務品質, 危機處理能力, 勞動部評鑑, construction industry, a qualitative approach, in-depth interviews, service quality, crisis management capabilities, evaluation and assessment by the Ministry of Labor