科技應用與人力資源發展學系

Permanent URI for this communityhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/82

歷史與沿革

本系根源於民國42年所成立的工業教育系「工藝教育組」,專責培育我國中學「工藝」課程之師資,配合課程內涵之調整與修訂,在民國61年更名為「工業技術教育組」,並於民國71年正式獨立設系為「工藝教育學系」,為配合學校藝術學院成立,本系隸屬於藝術學院。

民國80年增設碩士班,民國87年增設博士班。隨著社會環境的變遷與課程改革的需求,外加上師資培育多元化的衝擊,在民國83年正式將系名更改為「工業科技教育學系」,專責培育中學「生活科技」課程之師資,民國87年本系改隸屬於當年新成立的科技學院。為符合本系培育科技產業教育訓練人才之目標,本系獲教育部同意,從98學年度起更名為「科技應用與人力資源發展學系」,並簡稱為科技系。

為拓展本系畢業學生之就業機會並開啟本系畢業生至業界就業的契機,本系自民國83年開始,以既有的師資培育為基礎,先後在「大學部」實施課程分組,目前的大學部課程則分為「學習與科技組」及「設計與科技組」,以培養科技產業界所須之人力資源人才。在「碩士班」階段則先後規劃「科技與工程教育」、「人力資源」與「網路學習」等多元之課程內涵,協助學生發展各該領域之專業與研究能力;在「博士班」則設有「科技與工程教育」與「人力資源」兩組課程,培育各該領域之專業「教學」與「研究」之人才。

系所特色與目標

科技系原屬培育中學「生活科技」教師之專門機構,然為因應師培市場之萎縮,科技系於十年前即著手調整課程結構,以培育學生朝向科技產業界發展為目標。目前,科技系的課程本質,是以科技產業為主體,學生藉由各科技產業課程,例如傳播科技業、製造科技業、營建科技業、運輸科技業,來瞭解台灣科技社會的結構與內涵。在上課的型態上,則是提供學生以「設計」及「製作」的方式來進行,藉以深入瞭解科技產業之工作內涵與程序。在此基礎之下,本系再輔以人力資源發展的專業課程,使學生具備「科技產業知識」及「人力資源發展專長」,得以進入科技產業從事企業的教育訓練工作。

設備與學習資源

現有自造大師基地、專題研討室多間、電子實驗室、人力資源研討室多間、電腦實驗室、網路教學實驗室、圖文傳播實驗室、電工實驗室、綜合工廠、電腦繪圖室、數位傳播教學實驗室、媒體設計實驗室等多元教學設施。

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Now showing 1 - 10 of 12
  • Item
    Acceptance of Mobile Learning: a Respecification and Validation of Information System Success.
    (2009-01-01) Chin-Cheh Yi; Pei-Wen Liao; Chin-Feng Huang; I-Hui Hwang
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    A Study on Promoting the Gender Egalitarianism of Key Success Factor by Workplace- As an Example of Taiwan's Enterprises.
    (2009-08-28) Chin-Cheh Yi; Jui-Chen Lee; Pei-Wen Liao; Li-Chun Hsu
    The social, economic, political and environment rapid changes make the participation of women in the workplace increased the number of people in the global. However the gender differences from men and women equal pay for equal work or equal pay for equal value there are obvious differences. In 2006, Taiwan’s Council of Labor Affairs launched the Friendly Workplace Gender Equality good institutions in the scheme and selection, evaluation by the national internal salary, promotion, the basic rights and interests of the welfare system, awarded to gender equality friendly workplace mark certification. The study purpose was to explore the workplace to promote gender equality a key success factor. And the qualitative and quantitative research methods mixed. The first revision Duncan the internal and external environment analysis and the second have to select 6 respondents’ interviews. Finally the 60 questionnaires issued the cause the Council of Labor Affairs has been certified. The study found that in the workplace to promote gender equality on the critical success factors include: the support of senior management, senior management involved in the promotion of a common view, business owners to operate the gender equality concept, employees of the organization agree with the objective to promote equal rights, enterprise meritocratic culture, corporate image, gender equality in education and training, gender equality laws related to advocacy, all employees involved in the promotion of a common gender equality. And the study was no statistically significant main. The different organizations types, different industries types, different size the Gender Egalitarianism of key success factor by workplace was the same.
  • Item
    Acceptance of Mobile Learning: a Respecification and Validation of Information System Success.
    (2009-01-01) Chin-Cheh Yi; Pei-Wen Liao; Chin-Feng Huang; I-Hui Hwang
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    A Research of Taiwan Financial Holding Group After Merger Key Talent Retaining Importance and Satisfaction: A Case of Under Finance Holding
    (2009-08-28) Chin-Cheh Yi; Hsiu-Fei Chen; Li-Chun Hsu; Pei-Wen Liao
    The financial industry in Taiwan must continually reinvent itself in order to better compete with others. Every financial holding corporation has to become more proactive towards the goal of being No.1 in this industry. In the process of reorganization, the competition environment is expected to be along the lines of “The big is always big” and “Necessity of integration between different industries is high”. Following these concepts, the financial holding corporation should be focusing on “talent”, with emphasis on personnel integration and continuous training. With the competition in the finance industry becoming so intense, being able to command and maintain a core pool of invaluable human resources will be the strategic key to the final victory. This thesis adopts the method of questionnaire survey and takes the subsidiary of a financial holding company as a research subject. In the course of this research, we also provided a questionnaire to understand the attitude and satisfaction level the talents have for the job. Through this research, we will be able to provide the subject company recommendations for retaining their talent in the company. This research uses the Importance-Performance Analysis to process quantitative data. We found that the items that are located in the focus areas include “the job is full of challenge and fulfillment”, “the opportunity for promotion”, and “employee welfare and payment”. We provided some recommendations based on these parts to the subject company for reference.
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    A Study of the Middle-Aged Employees Re-Use of Human resources-the case of the SYNVISION Technology Services
    (2009-08-28) Pei-Wen Liao; Chin-Cheh Yi; Chieh-Ku Tseng; Li-Chun Hsu
    The trend of the global population aging, therefore middle-up aged of human labor increasing each year. The middle-up aged employees of experienced and good interpersonal skills, the business can be planning and management willhelp to enhance the competitiveness of enterprises. Career development model and the career development system - alink the organization needs and individual needs on based theoretical models. This study interviews the SYNVISIONTechnology Services manager, director and employees. Finally, the seven policies: (1)the senior human resourcesmanagement (2)on the re-hiring of senior staff assessment (3)regulation of the human cost of retirement to re-engage Employment (4) the same benefits the pay adjustment(5)to reach the target production incentives (6) arrangementsfor the job redesign (7)on-the-job training. Through the implementation of the strategy for human use, allow middle- up aged employees of human re-development organizations to achieving the desired outcome of the performance.)
  • Item
    A Study on Promoting the Gender Egalitarianism of Key Success Factor by Workplace- As an Example of Taiwan’s Enterprises
    (2009-08-28) Chin-Cheh Yi; Jui-Chen Lee; Pei-Wen Liao; Li-Chun Hsu
    The social, economic, political and environment rapid changes make the participation of women in the workplace increased the number of people in the global. However the gender differences from men and women equal pay for equal work or equal pay for equal value there are obvious differences. In 2006, Taiwan’s Council of Labor Affairs launched the Friendly Workplace Gender Equality good institutions in the scheme and selection, evaluation by the national internal salary, promotion, the basic rights and interests of the welfare system, awarded to gender equality friendly workplace mark certification. The study purpose was to explore the workplace to promote gender equality a key success factor. And the qualitative and quantitative research methods mixed. The first revision Duncan the internal and external environment analysis and the second have to select 6 respondents’ interviews. Finally the 60 questionnaires issued the cause the Council of Labor Affairs has been certified. The study found that in the workplace to promote gender equality on the critical success factors include: the support of senior management, senior management involved in the promotion of a common view, business owners to operate the gender equality concept, employees of the organization agree with the objective to promote equal rights, enterprise meritocratic culture, corporate image, gender equality in education and training, gender equality laws related to advocacy, all employees involved in the promotion of a common gender equality. And the study was no statistically significant main. The different organizations types, different industries types, different size the Gender Egalitarianism of key success factor by workplace was the same.
  • Item
    Applying Structural Equation Models to Study the Influence of Job Characteristics, Organization Commitment, and Job Satisfaction: A Case of Construction Industry in Taiwan
    (2009-08-28) Chin-Cheh Yi; Peter Lin; Li-Chun Hsu; Pei-Wen Liao
    Since the last decade, Taiwan industry faced with economical negative growth, because insufficient domestic demand and outward moving trend to China. The headquarters staying in Taiwan have to face even more harsh conditions, which come from the global market competition structure change and industrial development in straitened circumstances. Therefore, when introducing foreign labors is important competitive strategy on the whole business environment. This research investigates the implementation between job characteristics, organizational commitment, and job satisfaction as well as strength of their manifest indicator. Based on related literatures, this research using structural equation modeling to develop a framework. Using data collected from 440 foreign labors in construction industries. The data analysis methods included descriptive statistics, alpha analysis, confirmation factor analysis and structural equation model (SEM). LISREL results revealed that two hypotheses were correct. The empirical results indicate that strong and positive relationship between job characteristics, job satisfaction and work satisfaction have a direct and indirect impact. But organization commitment from the “organizational characteristics” have an indirect impact, through the “organizational commitment” to strengthen and help improve the job satisfaction; Moreover, the findings suggest that job autonomy is better than others variable in job characteristics. Second, organization commitment is the most medicate variable in this model. Finally, organizational commitment mediates the effects of job characteristics on job satisfaction. A final structural equation model was developed yielding highly acceptable fitness statistics with X =122.99, D.F.=26, P=0.000, GFI=0.938, AGFI=0.889, RMR=0.016, RMSEA=0.078. Therefore, judged by the conventional criteria for acceptable model fitness, the research model was considered structurally fit.