Comparison of Decision-Making Analysis of Corporate Welfare System Implementation in Taiwan, Japan and Korea
The promotion of corporate welfare system aims to retain outstanding talents. Enterprises have launched various favorable welfare policies to retain and recruit excellent talents. How to make employees feel happy and increase their willingness to stay is also an important corporate welfare decision. This study uses integrated inductive method to explore the decision-making of Taiwan, Japan and Korea in the implementation of corporate welfare system. It is found that in terms of the statutory welfare, Taiwan has established labor insurance and employment insurance, while Japan has formulated employment insurance and children education subsidies and Korea has developed medical insurance and pension system. Regarding independent corporate welfare, Taiwan, Japan and Korea have formulated housing subsidies, special holidays, wedding welfare, funeral welfare and festival welfare. In job-related welfare, different from Taiwan and Korea, Japan has provided qualification exam subsidies and lounges. The corporate welfare survey results of Japan and the application results of customer-oriented corporate welfare information system website in Korea may serve as a reference for the decision-making on corporate welfare system by the Ministry of Labor of Taiwan. Introduction Corporate welfare is divided into two parts: statutory welfare and independent corporate welfare. The former is mandatorily required by the state through legislation. The welfare protection policy for employees mainly includes social insurance and statutory holidays. The latter refers to a series of welfare items provided to employees and their families apart from salary income and statutory welfare, such as monetary allowances, physical objects and services. There are many varieties of welfare. In order to retain and recruit excellent talents, enterprises have launched various favorable welfare policies. How to make employees happy and increase their willingness to stay is also a major issue facing enterprises today. With the progress of the times, countries have paid increasing attention to labor rights, and actively improved labor rights standards. Faced with the global economic recession, and the Taiwanese regulations on working and overwork hours, some enterprises find it hard to realize satisfying salary and welfare conditions. However, Taiwan government keeps revising the regulations in order to protect labor rights. Therefore, some enterprises have also changed their thinking, and prioritized employee rights and welfare, and thus gradually improved internal conditions in order to seek corporate development and survival. This study refers to the current corporate welfare system and related supporting measures in Japan and Korea, and compares them with the current situation in Taiwan, expects to help formulate relevant policies on the design of welfare systems for Taiwanese enterprises, and ensure that Taiwanese employees can enjoy sound welfare, thus enhancing the corporate efficiency and promoting economic and social prosperity. Literature Review Implementation of Corporate Welfare Systems in Taiwan According to the White Paper on SMEs in 2018, the number of SMEs in Taiwan in 2017 was 1,437,616, accounting for 97.7% of all the enterprises. According to the labor statistics inquiry network, the number of enterprises registered in the Taiwanese Federation of Trade