國際與社會科學學院

Permanent URI for this communityhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/9

宗旨-全球視野與在地實踐
在全球化的今天，臺灣身處亞太新興發展區域的樞紐地位，是東北亞及東南亞的節點， 也是傳統與創新兼具的活力島嶼。本院站在這些潮流之上，提供學生全球視野及在地實踐的學習。
目標-培養複語素養與文化能力
本院外籍生占全院學生之四分之一，已是全校外籍學生之二分之一，以提供學生全球視野及在地實踐的學習。全球國際的視野意味著學生要具備複語素養與文化能力，係以美國外語教學學會認定的5C能力，包含：運用語言溝通的能力(Communication)、體認多元文化的能力(Cultures)、貫連其他學科的能力(Connections)、比較不同語言文化的能力(Comparisons)、及學以致用的能力(Communities)。

本院為外籍學生開設相當豐富的華語文化、社會政經、全球管理、跨文化合作、及社會實踐等課程，幫助外籍學生熟悉華人文化與社會，並透過與本地學生一起學習過程，共同建構國際全球視野。除了華語課程外，本院也提供在地學生多種語言的課程，包括英語、法語、德語、西語、日語、韓語及俄羅斯語等。學生亦可連結各獎學金與獎勵措施，申請赴外國知名大學交換或短期留學。

本院透過具「全球視野」特色的各種課程，開闊學生的視野與胸襟；也透過「在地實踐」的各種考察與實習活動，深耕台灣與世界的連結網絡，以達到培育具全球視野與在地實踐之國際人才。
特色-跨文化交織與跨領域學習
為確保學生畢業時具備複語素養與文化能力，本院提供國際華語、東亞文化與政治經濟、歐洲文化與觀光、社會工作、大眾傳播、國際人力資源等多種學程與課程供學生修習，朝跨學科、跨語言、跨文化等多元學習邁進。本院強調跨領域的學習，並分為三個主軸：
華語文教育
培養各專業領域所需之國際華語人才，使其熟習海內外華人社會與文化，並具備跨文化素養與溝通能力，藉此促進區域間的文化交流，進而厚植全球華語文化的軟實力。
區域研究
聚焦東亞與歐洲研究，透過學生至業界或機構或歐洲合作學校的實習與參訪，培育具「文化思想與應用」、「政經與區域發展」 之跨文化教學及研究人才。鼓勵學生赴外交換與國際學術交流。
社會科學
國際人力資源以全英語授課，幫助學生具備全球化職場素養和人力資源專業知能。傳播則培育具新傳播科技產製、分析與決策能力之大眾傳播專業人才。社工以家庭與社會工作領域為主，培育專業社會工作人才，透過多元對話與學習，建構全球化與在地化專業社會工作視野。
學系
華語文教學系
結合數位科技與華語文相關資源進行跨領域研究，培養華語教學與研究人才、促進華語教學專業化與國際化。
東亞學系(政治學研究所)
聚焦東亞，培育「文化思想與應用」、「政經與區域發展」之教學及研究人才。
研究所
大眾傳播研究所
跨越科技、國界與文化之跨界人才。開創新媒體、新思維與新批判之新時代人才。掌握網路資訊社會脈動、領先趨勢思維之前瞻人才。
國際人力資源發展研究所
培育人力資源發展與管理之專業人才。培育國際化與跨文化管理之專業人才。
社會工作學研究所
培育以家庭與社會工作領域為主之專業社會工作人才。整合社會工作理論與實務方法，加強學術與實務互動，訓練具國際視野和多元文化能力專業社會工作人才，建構全球化與在地化專業社會工作實踐。
歐洲文化與觀光研究所
以歐洲文化為經，觀光研究為緯，對歐洲進行全新的通盤研究，培育兼具國際宏觀和深厚人文素養的文化研究與觀光專業人才。
研究中心
全球客家文化研究中心
著重三大方向的研究發展：臺灣客家研究、中國大陸客家研究、東南亞（全球）地區客家研究。
原住民族發展中心
致力於建立原住民族研究知識論，融合及傳承原住民族知識文化之原住民族教育，謀求原住民族與文化之永續發展。
東亞文化與漢學研究中心
努力邁入全球的漢學與文化研究以及與歐美兩洲漢學機構的交流和合作。
社會工作與家庭研究中心
致力於社會工作在家庭相關議題之跨界及跨領域的交流與合作。以及建構社會工作與家庭相關領域之國際視野與本土化專業發展。
僑務政策研究中心
針對我國與其他國家的僑務政策、僑務組織進行研究，提供政府有關僑務工作發展之意見，並與國際上相關學術機構進行合作。

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Subject: search.filters.subject.competency model

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Now showing 1 - 4 of 4
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    A Study of Professional Competencies of Recruiting Consultants in Temporary Staffing Agencies in Taiwan
    (2009) 鄭婷文; Ting-Wun,Cheng
    Temporary staffing industry (TSI) is a rapidly growing industry. This makes the role of recruiting consultants increasingly important for the success of temporary staffing agencies (TSA). Thus, it is critical that each TSA understands the necessary skills and abilities a recruiting consultant should possess. This research conducted a study of recruiting consultants in temporary staffing agencies in Taiwan to uncover the professional competencies they need to possess and apply in order to be successful in their jobs. This research used a three-stage research process to (1) document the value, job contents and the work processes of recruiting consultants, (2) build a competency model of recruiting consultants, and (3) establish norms of the competency level of current recruiting consultant workforce in temporary staffing agencies in Taiwan. This research applied the Delphi technique to collect the behavior indicators that excellent recruiting consultants exhibit, then collected data from 88 recruiting consultants of six sample firms using a survey questionnaire to measure the degree of existence of these behavior indicators. After applying the exploratory factor analysis (EFA) on the observed data, this research generated six competences of recruiting consultants. They are professional knowledge and capabilities, customer service orientation, teamwork and cooperation, self-control ability, interpersonal communication, and learning ability. Next, using the analytic hierarchy process (AHP), this research obtained the weight of each of the six competences from a select group of field experts. A weighted overall competency score was calculated for each recruiting consultant by first multiplying the score of each competence by the competence weight, then summing the scores of the six weighted competences. The weighted overall competency score was found to be significantly related to job performance scores of recruiting consultants in Pearson correlation analysis. In addition, regression analyses also showed that the weighted overall competency score was significant in predicting the job performance of recruiting consultants. The empirical evidence was a strong support for the validity of this newly developed professional competency model of recruiting consultants for the temporary staffing industry in Taiwan. Finally, after verifying the validity of this competency model, this research obtained the norms of recruiting consultants’ competency level by calculating the mean and the medium of each behavior indicator for the sample. The competency norms have great practical implications to TSA management. They can facilitate multiple human resource functions, such as recruitment and training. The norms can serve as a selection standard or a needs assessment questionnaire against which recruiting consultants’ current competency level can be evaluated.
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    策略談判人員職能模型之研究：看奧會模式談判歷程
    (2007) 黃瓊儀; Chiung-I Huang
    摘要 各行各業甚至體育界都有需要談判的時候。眾所周知的例子就是我國體壇目前使用的「奧會模式」。奧會模式是當年國際談判的產物，適用於奧林匹克活動架構下的所有體育運動組織。本研究旨在經由奧會模式談判歷程的觀點來探討策略談判人員的職能，進而建構策略談判人員職能模型。本研究訪談了參與奧會模式及體育事務談判的人員，以及參與加入世界貿易組織、亞太經濟合作會議，和經濟合作發展組織等國際組織談判的相關人員，強化本研究有關談判資料的內容。 本研究結論得出建構策略談判人員職能模型，計可涵括十二項主要職能如下：(1)行動導向，此一職能讓談判者能達成目標並訂定務實可行的解決方案；(2)主動性：談判人員應自動自發，並瞭解自己的優缺點，能採取主動達成組織目標；(3)人際關係影響力，發展人際網絡暨夥伴關係，具備說服他人的能力；(4)認知能力促使談判人員得以判斷分析組織優勢及劣勢，開發相關領域的技術、專業及管理知能；(5)彈性與適應性使談判人員隨時迎接變化，調整行為與作業方式，因應變動和意外挑戰；(6)溝通技巧協助談判人員有條不紊的表達意見及事實；(7)衝突管理能力使談判人員得以正面具建設性的態度解決衝突、紛爭及歧見；(8)管理技巧與領導統禦能力促使能與他人協調並評量進度；(9)開發他人能力得以激發並教導團隊成員達成目標；(10)建構團隊能力使談判人員有能力打造及管理團隊；(11)個人特性有助於談判的進行；(12)公共關係有助於與媒體建立良好關係及促進溝通的效益。
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    企業訓練專業人士之職能發展
    (2013) 陳思嘉; Szu-Chia Chen
    Considering employees are the key factors to business success, in order to develop talent and increase employees’ productivity, more and more companies have put more emphasis on corporate training which is viewed as an investment in employee development. In addition, the rise of corporate universities has also become common phenomenon in the training and development fields. Corporate universities are also regarded as effective ways to help employees to meet the challenges of competing in a tough economy. With the emphasis on corporate training, the competencies of corporate training professionals who are influential to the business performance and strategy execution should be valued. Hence, this study aims to examine the roles and tasks of corporate training professionals so as to identify the competencies required for successful performance of corporate training professionals and scrutinize how these competencies can be developed. The competency model will be further validated based on the process of the research.
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    A Study on the Human Resource Development Competencies of Human Resource Managers in Burkina Faso
    (2015) 康莉雅; Helene Lydia Marguerite Tenin Konkobo
    The purpose of this study was to identify the development needs of HR professionals in Burkina Faso by determining the expertise level and the importance of the HRD competencies as it relates to their functions. The study used a mixed mode approach in order to minimalize the limitations of both quantitative and qualitative approaches. This study aimed at contributing to knowledge on HRD in providing a base line that can be used to develop the practice of HRD in Burkina Faso. The target population of this research was the HR managers in the country. The survey questionnaire was adapted from the original 2004 ASTD Competency Study Mapping the Future and then translated into French. Descriptive statistics were used to analyze the survey questionnaire and content analysis was used analyze the interviews. The results showed that HR managers in Burkina Faso perceive their expertise level in HRD competencies, at the exception of learning technologies. The study also, established that the perception of HRD competencies level, differ among demographic groups.