Reference

Reasons

Difficulties and negative effects

Lan et al., 2012 [2]

Political intervention is often seen in the retention process, and the retention name list is deeply influenced by regional factions.

Some organizations have to retain the candidates they don’t want but let go the candidates they want.

Wu, 2015 [12]

Because of their physical restrictions, the disadvantaged may still not meet the demand of the hiring organization even after they are trained.

There is a deep gap between demand and supply for manpower of the organizations.

Liang, 2012 [13]

After a subsidy program ends, about 80% of the organizations didn’t retain the candidates but replace them with new ones to continue to receive the hiring incentives or the relative subsidy.

The candidates are in lack of long-term employment opportunities.

Huang, 2011 [14]

Although the employment promotion programs aim to cultivate re-employment ability for the candidates, the jobs provided by the governments are mostly basic and low-skilled work.

The low-skilled work might not help the candidates improve their re-employment ability, and it is less likely for the enterprises to hire them as well.

Wu, 2015 [12]

The candidates have wrong ideas about the DEDP. They think it’s a kind of governmental rescue or a short-term employment.

Candidates have poor work attitude and are less willing to finish their work or learn new skills, wasting human resources of the hiring organizations.

Liu, 2011 [15]

As the DEDP offers wage subsidy to the candidates, t attracts many unqualified communities and small organizations to apply for the grants to survive.

Small organizations usually rely on external resources and governmental subsidies to survive, resulting in resource dependence problems in the DEDP.

Lin et al., 2009 [1]

Most of the job opportunities of the plans are temporary or of one-year contract, and the work contents are usually different from those in normal workplaces. The training that the candidates receive during the plans is also unprofessional and doesn’t often correspond with the demand of labor market.

The job opportunities are unstable, and it is doubtful whether the candidates can increase their employability after joining the plans.

Wu, 2015 [12]

After receiving training provided by an organization, the candidates with better competence may choose to work for other organizations.

The hiring organizations are less willing to train new candidates.

Huang, 2011 [14]

Compared to the enterprises, the wage of the DEDP isn’t high, but the employees might be under a lot of pressure in the enterprises. As a result, the DEDP still wins the heart of most employees.

Employment promotion policies are often considered as a kind of welfare programs. Thus, job seekers may keep waiting for employment programs from the governments. Even when there are suitable job vacancies in the non-governmental units, job seekers don’t apply, either. Such potential job seekers cause a lot of burden on the governments because they do not have the required work capability but covet welfare.