中國大陸具備了地理位置、勞動力充沛、同文同種、語言溝通無障礙的優勢，吸引台商投資，但十幾年來，中國經濟快速發展、工資不斷提高下，中國的勞動力優勢己不如從前，尤其自2003年開始，中國沿海地區開始出現”民工荒”，2010年3月8日南方報業網報導中指出，2010年春節過後，廣東所在的珠三角地區缺工達200萬，東莞地區就缺了100萬；《國家人力資源和社會保障部》於2010年調查顯示東部沿地區有70%企業出現用工缺口，雖然很多企業均以提高工資待遇及福利來吸引農民工，但缺工現象仍未解除，直接影響了企業正常運作，降低企業的競爭力。中國於2011年開始的十二五計劃綱要指導原則，強調”增加居民收入，擴大國內消費”，各地政府最低工資增幅每年約在12.5~18%，造成勞動成本年年快速上漲。 因此，本研究是以身為企業人力資源部門，如何建構合理且具激勵性的薪酬體系，降低員工流失，同時探討導入自動化方案效益，降低對勞動力的依賴，並減少企業對於薪資福利提高所造成的衝擊。本研究採用問卷調查、現場實地勘查方式來進行研究，總計對個案公司模組廠一線員工發出問卷共280份，現場實地勘查8次，根據回收資料及勘查後進行資料整理、歸納，進而提出實務作法。研究顯示，了解員工需求所採行的激勵措施，可以改變員工與組織目標行為；導入自動化後，改善員工工作環境，降低人力成本，也降低員工離職率，進一步減少企業對勞動力的仰賴。本研究的成果可對太陽能產業人力資源部門提供員工激勵的參考。;Taiwan-based companies invested in China for its advantages in strategic geography, ample workforce, same race of people,and absence of language barrier. However, in more than a decade, the economy skyrocketed in China, and so were workers’ wages. The labor advantage of China is no more. Particularly from 2003, the coastal parts of China started experiencing “labor shortage.” An article published on nfmedia.com on Mar. 8, 2010 pointed out that in the Province of Guangdong, the Pearl River Delta was in need for 2 million workers and Dongguan in need for 1 million. 《Ministry of Human Resources and Social Security》 published a survey report in 2010 indicating that 70% of businesses along the eastern coasts experienced labor shortage. Many of these businesses tried to recruit more workers by providing better pays and welfare, but the shortage was never resolved and had great impacts on the normal operations and in turn the competitiveness of companies. The guidelines of the 12th5-year plan of China starting in 2011 emphasizes on “increase of citizens’ incomes and improvement of domestic consumption.” All of the Provincial Governments started to increase minimum wage by 12.5~18% every year, which results in rapid increase of labor costs. For this, the research and study was intended to establish a reasonable and encouraging payroll system as a human resource department of a corporation to prevent loss of employees, while investigating the possibility of introducing automation solution to reduce the dependence on workforce and reduce the impact of increased salaries and welfare on businesses. This study was performed with questionnaire survey and field survey. 280 copies of questionnaire were distributed to front-line workers in a module factory of the research company and visits were conducted. The data collected from the retrieved questionnaires and field visits was compiled and summarized to propose a useful practice. The result indicates that the encouragement taken based on the knowledge of employees’ demands can alter the target behaviors of employees and organization. The introduction of automation facilitates the improvement of workplace for workers, lower manpower costs, reduce the turnover rate of employees and finally reduce the dependence of company on workforce. The result of this study may provide a reference for employment encouragement for the human resource department of solar power industry.
