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This study adopts a qualitative research approach, conducting individual interviews with 2 supervisors, 3 migrant workers, and 1 manpower agency manager. The research findings reveal that the intermediate skilled workforce policy is attractive to both supervisors and migrant workers. For supervisors, it offers the benefits of establishing a long-term and stable workforce while saving on training costs and time. For migrant workers, the main attraction lies in the absence of a restriction on the number of years working in Taiwan. Additionally, the safe living environment and convenient public transportation in Taiwan are also significant factors considered by migrant workers when choosing to work there. Finally, both parties agree that a potential risk is the language barrier, as mid-level positions require extensive interaction or management of local workers. Therefore, improving Chinese communication skills is necessary. Apart from providing Chinese language training mechanisms, gradual assistance and guidance in job assignments can also be implemented. For instance, starting with the position of a night shift team leader, as the majority of the night shift team members are also migrant workers, this can help mitigate language communication issues. |