An Analysis of International Higher-Education Competitiveness: Taking the Treatment and Part-Time Employment Policies of Singaporean and South Korean University Teachers as Examples
Research Motives and Purposes
Singapore and South Korea, two of the four Asian tigers (in addition to Hong Kong and Taiwan), both have gross domestic products (GDPs) per capita higher than that of Taiwan. In world university rankings, the higher education institutions of South Korea and Singapore exhibit strong performance, reflecting their high competitiveness and ability to attract outstanding talent. The compensation package is the key to an organization’s recruitment and retention of talent, and is it also an essential motivating factor for employees to stay in the organization. Therefore, the compensation package provided by South Korean and Singaporean universities must be sufficiently attractive for attracting the aforementioned outstanding talent. Accordingly, this study investigated the influence of the personnel system regulations, the compensation package, and talent retention policies of South Korea and Singapore governments on their universities’ ability to attract and retain talent as well as on the competitiveness of the universities. Through a systematic comparison and analysis of the personnel systems of Singaporean and South Korean universities and by taking the compensation package and part-time employment systems of their university faculty as examples, this study provides references for Taiwanese higher education institutions that can be used to formulate feasible personnel systems and human resource strategies to promote the retention, cultivation, and recruitment of talent.
This study adopted the multiple-case design and recruited cases from South Korea and Singapore. Specifically, this study focused on the analysis of university faculty’s compensation package and part-time employment systems in South Korea and Singapore. The cases recruited in this study were from two universities in Singapore, including National University of Singapore and Nanyang Technological University and five universities in South Korea, including Pusan National University, Seoul National University, the University of Seoul, Korea University, and Sungkyunkwan University. The study also examined relevant regulations and documents of these univerisities for data triangulation.
Regarding the university faculty’s compensation package in Singapore and South Korea, the results of this study demonstrate the following:
Regarding regulations of the part-time employment of university faculty in Singapore and South Korea, the results demonstrate the following:
Conclusions and Suggestions
By analyzing the faculty’s compensation package, talent retention policies, and the faculty’s part-time employment policies at two universities in Singapore and five universities in South Korea, this study comes to the following three conclusions:
Based on the research results, this study proposes two suggestions for the reference of domestic law authorities in formulating regulations of the personnel systems of Taiwanese higher education institutions, as follows:
|關鍵詞||大學教師兼職、大學教師薪資待遇、高等教育人事制度、新加坡、韓國、faculty’s part-time employment、faculty’s compensation package in higher education system、personnel system in the higher education、Singapore、South Korea|