解决转型升级的“技工荒”困境：外资代工企业在华劳动力升级创新战略比较研究

Solving the shortage of high-skilled workers: A comparative analysis on the workforce development strategies by Singapore-invested and Taiwan-invested OEMs in China

摘要:

作为一个跨人资与战略学科领域的探索性研究,本文运用全球价值链分析框架,立足人资发展战略视角,通过对我国广东省4家大型外资OEM企业(两家新加坡商、两家台商)的案例调研,比较分析在华的外资代工业者,如何规划有效的劳动力升级创新战略,解决其进行价值链转型升级时面对的“技工荒”困境,实现可持续性发展。研究结果表明,新加坡资与台资OEM业者在转型升级的路径选择(升级到ODM vs. 升级到OBM),劳动力技能升级培训(聚焦软实力培训 vs. 重视多能工培养),激励与考核制度创新(绩效导向 vs. 员工导向),以及企业文化创新(竞争型文化vs. 和谐型文化)等战略选择上,都有相当的差异。此外,要根本解决技工荒困境,就必须有效整合“政、产、学、研、金”等关键资源。本研究成果,为我国境内跨国OEM制造业的未来前景,提供了丰富的理论与实践意义

Abstract:

Built on the perspectives of global value chain (GVC) and strategic human resource management, this cross-disciplinary paper conducts a multiple-case study investigating two Singapore-invested and two Taiwan-invested original equipment manufacturers (OEMs) in Guangdong. This study comparatively analyzes how foreign-invested OEMs establish and carry out innovative workforce development strategies to support their GVC upgrading, and tackle the severe labor and skills shortage issues in China. The findings demonstrate that Singapore-invested and Taiwan-invested OEMs show significant differences in the following strategic options: 1) GVC upgrading trajectories (upgrading to ODM vs. upgrading to OBM), 2) workforce development programs (focus on soft skills courses vs. focus on multi-skills courses), 3) innovations in performance assessments (performance-oriented vs. employee-oriented), and 4) development of corporate culture (competitive culture vs. harmonious culture). The key to fundamentally solve the shortage of high-skilled workers in China is to integrate critical resources, including supports from local government, related industries, education institutes, research institutes, and financial institutions. Overall, this research provides several theoretical contributions to the literature, and insightful practical implications to the development prospect of other foreign-invested OEMs in the same context.