Talent Attraction Strategies of Social Enterprise in Taiwan

• Main Authors: Kai-Yun Liang, 梁凱芸
• Other Authors: Ming-Ping Huang
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/51024929367448658008

碩士 === 元智大學 === 經營管理碩士班(領導學程) === 102 === Since the Nobel Peace Prize 2006 was awarded to Muhammad Yunus due to the establishment of Grameen Bank in Bangladesh, the world has paid close attention to social enterprise (SE) further. Moreover, Jim Collins and Michael Porter, the leading authority on the trend analysis in the business field, has started discussing SE in recent years, and considered that SE can combine business with welfare certainly, bringing up an emerging model for societal problems solving. However, there is confronted with talent shortage problem in SE. Smith, Gonin &; Besharov (2013) proposed that it would be difficult to recruit and attract talents in SE when lacking effective human resource management. On the other hand, in the previous study of SE, scholars used to discuss and focus on business models, but little research on human resource management. From the prospective of organizational attractiveness (Chapman et al., 2005; Ehrhart and Ziegert, 2005; Rynes, 1991) and the characteristics of SE, this study discuss on suitable talent attraction strategies for SE. And adopt qualitative research stressing on SE in Taiwan. According to the theoretical sampling, this study select six representative SEs and have in-depth interviews with the founders or senior staff. Then, all data collected from interview will be analyzed by content analysis method. This study will induct four effectively talent attraction strategies for SE. The results show that talent attraction strategies would be influenced by two key factors: founders of SE and business strategies. And effect the strong culture. Finally, this study will contribute to build the theory of SE. In practice, it will help SEs to create talent pool and advance organization’s competitive advantage.