Page 478 - 2020新世代·新需求：臺灣教育發展的挑戰研討會

專題研究報告一

第三篇 厚植國際化趨勢下的國家競爭力

Ⅲ A competition for inbound foreign talent: Policies

and Strategies

As the rise of Asia, there are highly demand for a wide variety of knowledge
workers, researchers, scientists and even innovators in this region. According
to Oxford Economics (2012), ‘the most dramatic jump in demand [for talent],

according to survey respondents, will be in emerging Asia, where the need for
new employees will rise 22%’ while the developed Asia also grows by 10% (p.6).
In meeting this strong demand, many governments in this region began to ponder
how to supply this huge amount of skilled workers. Geographically speaking,

two types of talent can be found: domestic and foreign. Continuously cultivating
domestic students and workforce definitely is a policy-must. Nevertheless, more
countries turn their attention to inbound foreign talent due to the declining birth
rate, transforming industries into knowledge economy and raising national

competitiveness as outlined. Therefore, we have seen more discussions of
national white papers, projects and initiatives centering on how to attract inflow
international students, white collar workers and even professionals.

According to a published 2013 White Paper on Talent Cultivation ( 人才培育白
皮書 ), Taiwan intends to ‘deregulate’ the current rigid system so as to make inbound
mobility of talent easier (MOE, 2013). As far as international student is concerned,
more inflow students are encouraged through launching a project, entitled Study
in Taiwan Enhancement Program in 2011. With the similar intentions and goals,

Japan continues its effort in recruiting more international students and professors
in recent years. Super Global 30 Scheme has launched in 2014 with an eye to
deepening the international engagement of Japanese universities with foreign
counterparts. In addition, attracting ‘Global Jinzai’ ( 全球人才 ) for better human

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