This research is divided into three parts. The first part presents the statistics of human resources in science and technology (HRST). The second part estimates the demand for R&D personnel and HRST. The third part summarizes the HRST policies of selected countries, and offers policy recommendations regarding the nurturing, recruiting, and rewarding of HRST.
Concerning the HRST statistics, Taiwan, up to 2008, has over 4.98 million of HRST, representing 26.76 % of total population (15 years old or above). Among them, 2.68 millions are core HRST. During the past few years, the stock of HRST in Taiwan increased steadily under any classification of HRST. Higher growth in postgraduate and female human resources was observed in recent years. Our analysis also includes Germany, U.K., France, Italy, Spain, Netherlands, Switzerland, Belgium, Denmark, and Austria. Compared with these European countries, Taiwan excels in the growth rate of HRST in education.
Regarding the forecast for HRST demands, this report estimates the demand for HRST under two scenarios. In the first scenario, the analysis showed that Taiwan needs 4.7 million to 5.8 million of HRST, for R&D expenditure to account for 3 percent of GDP in either 2010 or 2012. In the second scenario, if the R&D expense-to-GDP ratio raise to 3.5% in either 2012 or 2015, 6.1 million to 7.4 million of HRST are required. Furthermore, the research suggests the earlier the target is achieved, the more rapid the dynamic adjustment process becomes.
With regard to HRST policies, we collect and summarize HRST policies of Taiwan, U.S., Germany, Singapore, Japan, Korea, and China. HRST policies in each country reflect those countries’ different S&T development and thus differ in many aspects. Taiwan puts more emphasis on industrial needs; the U.S. focuses on reforming elementary and secondary education; Germany eagerly supports and nurtures young talents; Singapore fully utilizes her global appeal to attract talents from all over the world; Japan works hard to increase the efficiency and capacity of human resources, especially in female and elderly human resources; Korea strives to enhance capacities in research and development; China actively attracts foreign talents, especially Chinese natives working overseas.
This study makes the following recommendations regarding HRST statistics and policies.
1. Recommendations on HRST statistics:
To facilitate policy decision-making, the government is advised to expand current surveys on HRST. Specifically, the statistics should include detailed study fields and HRST inflows and outflows.
2. Recommendations on nurturing HRST:
The HRST statistics suggest female and elderly human resources be the locomotives for growth in the future. Accordingly, the government is advised to put forward policies that cater to the need of female HRST. Policies may include initiatives to facilitate a smooth return to work after maternity leave. Furthermore, training schemes should be re-designed according to Taiwan’s industrial needs. The aim is to, after proper trainings, turn mid-aged and elderly non-HRST into HRST. Additionally, a well-structured certificate scheme should be practiced to encourage life-long learning.
3. Recommendations on recruiting HRST:
Though the current stock of HRST in Taiwan is sufficient, we will need 6.1 million to 7.4 million of HRST in the long run, if Taiwan is to raise the R&D expense-to-GDP ratio to 3.5%. Given the limited growth in population, Taiwan needs to attract and recruit foreign professionals. Measures may include: (1) Simplify the application procedures for recruiting foreign HRST; (2) Expand the recruiting scope to include emerging economies; (3) Attract Taiwanese natives living overseas to come back to Taiwan.
4. Recommendations on rewarding HRST:
The current rewarding scheme includes awards for science and technology, young talents, and human resources in the business sector. Awards can be expanded to include female talents, foreigners, and talents promoting popular science.
