Methods of Facilitating the Recruitment and Retention of University Talent: The Features of University Faculty Compensation System in the United States and Its Implications for Taiwan
Research Motivation and Purpose
As the global competition for talent becomes increasingly fierce, competent authorities are now faced with the urgent need to select effective strategies for maximizing talent recruitment and retention. Although compensation level is not the only factor contributing to talent attraction, and a researcher’s income cannot fully reflect their academic value or social contributions, in today’s increasingly market-oriented higher education environment, salary increases are still regarded by many countries as a key policy instrument in the global competition for talent. Given that a number of well-known universities in the United States are listed in the World University Rankings and that Taiwan’s higher education and human resource management systems are mostly based on the American systems, this study analyzed the university faculty compensation system in the United States to glean possible insights for the Taiwanese system. Our findings can help Taiwanese universities and colleges improve the effectiveness of their strategies for talent recruitment and retention.
The purpose of the literature review was to identify current trends and problems through the collation and analysis of relevant data and documents. The review was divided into four parts:
Based on the collation and analysis of relevant documents and data in Taiwan and abroad, we summarized the characteristics of the university faculty compensation system in the United States and the problems with the university faculty compensation system in Taiwan, which were then used to draft an outline for subsequent interviews. Interviews are the most direct approach to collecting the opinions and suggestions of experts. The interview responses not only enabled us to verify the accuracy of our document analysis but also addressed the shortcomings of the findings from the literature review and document analysis.
By integrating the findings from the literature review, document analysis, and interviews, we arrived at the following conclusions:
Based on the literature review, document analysis, and interview results, we identified the following implications for the university faculty compensation system in Taiwan:
|關鍵詞||大學教師薪資、美國、差異化、基本需求薪資、績效薪資、university faculty compensation、United States、differentiation、need-based compensation、performance-based compensation|