國際人力資源發展研究所

Permanent URI for this communityhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/118

∥ 系所沿革

在全球化潮流下，國際人力資源的發展更趨重要。相對地，國際人力資源專業工作者的培育需求也必然更顯迫切。在此背景下，國立臺灣師範大學「國際人力教育與發展研究所」(Graduate Institute of International Workforce Education and Development, IWED)於民國九十二年（九十二學年度）成立，隸屬於科技學院；於民國九十八年(九十八學年度)更名為「國際人力資源發展研究所」(Graduate Institute of International Human Resource Development, IHRD)，並改隸國際與僑教學院。民國一百零三年(壹零三學年度)，國際與僑教學院與社會科學院合併後更名為國際與社會科學院。

∥ 系所特色

本所成立於民國九十二年，為全國第一所採用全英語授課，並同時招收本國籍與國際學生的系所。以培育國際企業、各國政府機構及國際性非營利組織人力資源規劃與管理專業人才為目標。本所的成立及發展正是反映前述時勢所趨，希望成為引領此領域之先驅，提供學生發展成為國際化人力資源專業人才的基礎和專業課程，以培養其具備進入全球化職場的素養和關鍵知能，學生在畢業後授予管理學碩士學位(MBA Degree)。

本國學生的招生方式包含推薦甄選及碩士一般生考試，考試科目為「管理學」和「英文」；國際學生的招生方式為申請入學和僑生海外聯招。國際化是我們的一大特色，除了師大的學習環境之外，本所與美國伊利諾大學香檳分校University of Illinois at Urbana Champaign (UIUC)長期學術合作，學生在完成課程且通過甄選後，可申請赴UIUC擔任訪問學生，提供學生多元學習的環境與機會。

∥ 本系教育目標

一、培育人力資源發展與管理之專業人才。

二、培育國際化與跨文化管理之專業人才。

∥ 歷屆學生來源

本所歷屆的學生來源除本國學生外，包括美國、加拿大、巴拿馬、貝里斯、宏都拉斯、尼加拉瓜、聖露西亞、薩爾瓦多、玻利維亞、聖克里斯多福、海地、法國、西班牙、波蘭、羅馬尼亞、匈牙利、捷克、波斯尼亞、塞內加爾、拉脫維亞、俄羅斯、布吉納法索、甘比亞、馬拉威、史瓦濟蘭、印度、泰國、菲律賓、印尼、日本、蒙古、越南等國。學生在大學主修有商管、經濟、心理、教育、外語、政治、社會、英語、中文、及工業設計等等，十分多元，是一個真正國際化的學習場域。

∥ 學生未來出路

本所國內畢業生英語文能力及人資專業在各界備受肯定，且畢業生遍佈知名企業如：台積電、台達電、宏達電、鴻海集團、緯創、台電公司等知名企業；此外，學生也可朝公務體系發展，或繼續深造博士學位。

外籍學生中，外交部國合會推薦學生大多為各邦交國官員，畢業返國後通常擔任該國人力資源發展之重要職務。

∥ 師資

目前本所的師資係結合了六位本所專任教師，以及多位兼任教師共同投入及組成本所堅強優秀教學陣容，每一位教師皆擁有國內外著名大學博士學位，不但能以英語授課，學術涵養亦十分深厚。未來將持續努力透過傅爾布萊特獎助（Fulbright Grant）計畫與本校學術交流交換等管道，禮聘客座教授或交換教授於本所任教。

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系所網址：http://www.ihrd.ntnu.edu.tw/main.php

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    Considering the limitation of etic approaches in cross-cultural study
    (Wiley-Blackwell, 2003-11-24) Chang, Wei-Wen
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    A cross-cultural case study of a multinational training program in the United States and Taiwan
    (SAGE Publications, 2004-05-01) Chang, Wei-Wen
    The purpose of this study was to understand the influence of national culture on international training program development. Implementation of the selected training program was analyzed by a qualitative case study to examine how training practitioners in the United States and in Taiwan pursue standardized learning outcomes in different cultural contexts. Findings indicate that in multinational program development, leaving room in course design increases the cultural adaptability of a multinational program. Regarding teaching strategies, the teaching techniques in the selected training program provide instructors with the flexibility to integrate the context of local culture into the curriculum. By applying the course contents to their own actual lives, learners have opportunities to incorporate the context of their life experience into the learning process.
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    Issues and Solutions in Taiwan-Vietnam International Cooperation of Technological and Vocational Education
    (2005) 張惠雯; Hui-Wen Chang
    In the beginning of 21 century, Taiwan eventually joined WTO in 2002 and became a member of it after endeavor of 12 years. It influences significantly not only in economy, politics, but also in education. Higher education, introduce of foreign academic system accelerates the internationalization and globalization of colleges and universities. However, it also makes many of our TVE schools operate more difficultly, because they have problem of lacking of students originally, but now they even have to compete with foreign schools. In order to resolve the impact, change our position from “educational importing country” to “educational exporting country is a good way. The study focuses on exploration of top critical issues in Taiwan-Vietnam international cooperation of technological and vocational education with Modified Delphi technique designed by the researcher first and is assisted with interview with educational officers in Ministry of Education in Taiwan and in Ministry of Education and Training in Vietnam later to seek for the solutions.
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    A Study on the Roles and Competencies of Human Resource Professionals The Consequence of Human Resource Outsourcing
    (2005) 潘美佐; Kris Pan
    Many companies in Taiwan, both multinational and local, outsource their HR activities to different levels according to different needs, such as saving cost or receiving professional aid. While the employers are planning greater emphasis on business acumen and outsourcing many administrative functions, HR professionals are forced to demonstrate new skills and competencies, and compete for new, sometimes unfamiliar roles. The main purpose of this study is to explore the issues of HR outsourcing, including the functions being outsourced, reason for outsourcing, roles and competencies of human resource professionals under the impact of HR outsourcing. When an organization makes a decision on whether or not, or what parts of HR, to outsource, it must consider what benefits or values outsourcing can offer. Outsourcing decisions should be based on an evaluation of needs and capabilities of the specific company, as well as the availability of outside resources. The decision to outsource all or a portion of HR function is another significant choice to make. Subsequently, like all other strategies, implementation is just as critical as making the decision. As HR functions are being outsourced, their roles are becoming even more strategic. As many fear that the future of HR professionals is becoming increasingly ambiguous, largely due to downsizing and outsourcing, it is essential to redefine the values of HR professionals by fully understand the new roles and competencies that may result as a consequence of HR outsourcing.
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    A Study of Relationship of Learner Characteristics and Learning Satisfaction in Blended Learning Environment
    (2005) 田旻平; IMin-Ping Tien
    The study was aimed to investigate the learning satisfaction in blended learning environment. The population of this study was pilots in our country. Two airlines, one wing of the air force, and the flight institute were sampled. Individual background and learning style were the independent variables and learning satisfaction was the dependent variable in this study. The instruments included Kolb’s learning style inventory and blended learning satisfaction questionnaire. Except for Kolb’s learning style inventory, blended learning satisfaction questionnaire was designed by the researcher through referring to literature review and other questionnaires. 195 out 300 questionnaires were valid. Statistical methods as descriptive statistics, independent sample t test, one-way ANOVA, and Pearson correlation were carried out to implement data analysis. Furthermore, the study surveyed participants’ opinions and suggestion for blended learning. The results were shown below. 1. Participants’ learning styles were diverse and average. There were in priority convergers, accommodators, assimilators, and divergers. 2. Participants were prone to agree to satisfy with blended learning. 3. Regarding to job, age, and flying experience, there was significant difference in learning style. 4. Respondents graduated from junior college have higher scores on teaching methodology than those who graduated from university. 5. There was no significant in learning satisfaction regarding of learning styles 6. Teaching methodology had significant correlation with overall rating. 7. The major of respondents are willing to take blended learning again; nevertheless, the improvement on software and hardware, development of related talents, interaction between peers and instruction are important agenda.
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    台籍女性外派大陸人員之跨文化調適研究
    (2005) 徐釧錡; Chun-Chi Hsu
    本研究欲探討台籍女性外派人員在大陸面對跨文化差異時，是否造成其在工作上、生活上、文化上的調適困難，更進一步探討其調適的策略。本研究為一質性研究，選擇多重個案方法進行深度訪談。本研究發現台籍女性外派人員在面對生活與文化的不適應時，傾向以消極的態度和方法面對，然而對於工作上的不適應則以積極態度處之。台籍女性外派人員所面對的跨文化調適困難及調適策略亦於本研究中呈現，藉以提供現在與未來赴大陸的派外人員面對跨文化調適時的策略參考。最後，本研究發現研究中的女性外派人員並未明顯符合U型調適理論所提各階段的現象特徵。
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    Problems and Solutions in Applying Assessment Center Methods in Taiwan
    (2005) 陳昱蓉; Yu-Rong Chen
    Assessment center method (ACM) is an ever more complete and appropriate method with respect to human resource practice in this ever changing, global and technologically demanding business environment. However, the operation of ACM is relatively preliminary due to different business environments in Taiwan. Thus, the study was aimed to explore the current situation of applying ACM in Taiwan, to investigate the problems of implementation, to construct a comprehensive strategy to solve these problems and to provide the concrete conclusions and suggestions to practitioners and further studies. By using qualitative research method with multiple cases, the main problems of applying ACM on Taiwan found in this study were: (1) All aspects during application can not be ignored (2) Managerial capabilities need to be enhanced (3) Never think assessment center as ‘panacea’ (4)Effective assessment center in Taiwan has not been built. In addition, comprehensive solutions to cope with these problems concluded in this study were (1) Seek for support from executives (2) Make the purpose of application clear (3) Establish the system of assessment (4) Select suitable assessment center for your own company (5) Provide Training after assessment (6) Develop and modify materials during a period of time (7) Offer subsequent measures to leverage the assessment center.
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    A Study on the Training Needs Assessment (TNA) Process for the Development/Modification of T.V.E.T Programs in Belize
    (2005) 歐麗莎; Lisa G. Alvarez
    The following research is a study on the TNA process for the development/modification of TVET programs in Belize. The purpose of this study was to investigate the needs assessment that is currently prevalent in Belize when TVET programs are developed and determine whether or not it is effectively catering to the needs of the times. The sample comprised of a total of fifty-three persons who have participated in TNA or have knowledge about TVET and the TNA process in Belize. Respondents were selected based on their accessibility and their willingness to partake in the research. Three instruments were formulated and used to collect data; namely, a TNA questionnaire, a Business Sector Questionnaire and an Interview Sheet. Data collected from the questionnaires were coded and SPSS Statistical software was used to analyze it and generate descriptive statistics. These statistical results were then analyzed and discussions about them were written. Data collected from the interviews conducted; meanwhile, were summarized in key discussion paragraphs. Consequently, from the findings and various analysis of the results it is concluded that TNA is indeed relevant when it comes to developing/modifying training programs in Belize. Highlighted is the fact that to conduct an appropriately efficient needs assessment, key persons need to be involved such as key stakeholders, persons from the industry, MOEYS personnel, educators, specialists and analysts. The research concluded that TNA is being conducted to develop TVET programs; however since most training programs are based on traditional training needs then most often, TNA is onlyused to upgrade them.
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    多國籍企業人力資源高階主管之職能研究
    (2005) 張可翰; Koko Chang
    In the process of multinational corporations (MNCs) operation and development, the top HR manager takes a great responsibility of assisting the corporation to establish organization abroad, and manage the global workforce and international human resource practices. For understanding the competencies of the top HR manager in MNCs, researcher reviewed the related literature for understanding the background of the research and developing the research purposes that generalized from the problems. The study adopted the multiple cases of qualitative methods and in-depth interview method, researcher tried to find the appropriate interview subject and developed the interview instrument for implementing the interview. The interview content and information were arranged, analyzed and discussed after each interview. The major findings in the study are present as below: 1. The practices of top HR manager in MNCs are generalized into 6 categories those are Strategic Partners, Administrative Experts, Employee Champions, Change Agents, Coach and Coordinator. 2. The competencies for top human resource manager in a MNC arranged and coded form interview transcription are generalized into 3 categories those are (1) Strategic thinking which include Business planning involvement, Human resource practice Alignment, Consultation providing, Organization diagnoses, Human resource planning, Competency need assessment. (2) Operational abilities which include Communication, Flexibility,Knowledge, Experience, Leadership, Learning ability. (3) Personal trait which include Enthusiastic, Aggressive, Reliable, Self-control and Creativity.
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    業務人員逆境商數、情緒商數及工作績效之關係
    (2005) 吳淑鈴; Shu-Ling Wu
    This study investigated the relationships among adversity quotient, emotional intelligence and job performance of salespeople using quantitative method. It was hypothesized that there were relationships between adversity quotient and job performance, emotional intelligence and job performance and adversity quotient and emotional intelligence. In addition, it was hypothesized that adversity quotient and emotional intelligence have influence on job performance. The results showed that these hypotheses were supported. Besides, the correlations between adversity quotient and job performance, emotional intelligence and job performance and adversity quotient and emotional intelligence were positive. In addition, regression analysis showed that adversity quotient plus emotional intelligence can explain above fifty percent of job performance. Implications of these results were discussed, as were suggestions for management practice and directions for future research.
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    以資源基礎觀點探討台灣非營利組織國際援助策略
    (2005-09-24) 張媁雯; 王碧娥
    跳躍式的科技文明使世界的距離縮短，也讓國與國之間的往來益趨頻繁。積極參 與各項國際事務，更為拓展國際資源、建立國際關係、發展友好外交、互相支援 回饋之重要途徑。台灣因為特殊的政治背景，在許多國際參與上有其限制與困境 ；如：2004年之南亞海嘯，在國際援助上台灣雖積極參與，最終卻仍無法突破政 治藩籬而有所遺憾。透過非營利組織經由國際援助的途徑，是跨越政治限制鴻溝 、參與國際事務的方式之一。所以在國際援助的策略運作上，有何關鍵成功因素 以完成策略使命目標？為本研究探討之焦點。本研究以資源基礎說之策略管理理 論為架構，探討伊甸社會福利基金會在國際援助策略上之運作方式。本研究採質 性研究法，資料收集以文獻探討、個案訪談方式進行。本文希望根據文獻探討比 較，並由訪談個案組織之領導者，以瞭解其國際援助策略之規劃與運作；進而分 析其核心能力，並對台灣非營利組織國際援助策略提出相關之建議。
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    台灣國際醫療與援助人員之教育訓練
    (2005-10-13) 張媁雯
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    Expatriate experience and cultural competence of international humanitarian workers
    (2005-11-03) Chang, Wei-Wen
    As global interaction and cultural diversity becomes prominent, cultural competence has received more attention. To understand non-profit organizations' (NPOs) international workers' learning process in terms of cultural competence, this study enlisted 10 Taiwanese international humanitarian workers, and explored how their expatriate experiences of local service influenced their cultural competence. The finding of this study identified three levels of influence, namely the peripheral, cognitive, and reflective levels. Based on these findings, this study suggested the practice of designing related developmental activities in accordance with the three levels and more future research focusing on the individuals' resistance during the process of acquiring cultural competence.
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    Expatriate training in international non-governmental organizations—A model for research
    (SAGE Publications, 2005-12-01) Chang, Wei-Wen
    In light of the massive tsunami relief efforts that were still being carried out by humanitarian organizations around the world when this article went to press, this article points out a lack of human resources development research in international nongovernmental organizations (INGOs) and proposes a conceptual model for future empirical research. This article reviews the three related research areas of NGO history, volunteer training, and expatriate development; discusses the possibility of integrating the theory from these three areas; and finally builds a model for further empirical studies for expatriate training in INGOs.
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    Predictors of Affective Organizational Commitment of Vocational High School Principals in Taiwan
    (2006) 貝沙里; Salifou Badini
    The purpose of this study was to assess the importance of personal background characteristics (age, gender, education, and organizational tenure), organizational management (pay satisfaction, perceived organizational support, perceived fairness; and perceived autonomy) and leadership style, and school setting characteristics (status, location and size) in explaining affective organizational commitment of vocational high school principals in Taiwan. All 157 vocational high school principals’ in Taiwan were selected. A questionnaire on affective organizational commitment of vocational high school principals in Taiwan had been mailed to all respondents with a return stamped envelop. A return rate of 72% had been recorded and data were collected from responses to those returned questionnaires. A stepwise multiple regression analysis (SMRA) was used to examine the relationships between the independent and dependent variables. As a result, this study indicated that there is a relationship between principals’ personal background characteristics (level of education and organizational tenure), organizational management (pay satisfaction and perceived fairness), school setting characteristics (school location and status) and their commitment to the organization. As a contribution, this study participated to determine the main important values that may lead a school principal to stay with his organization and, by this fact, to assess the predictors of affective organizational commitment of school principals. The main implication of this study is that culture of fairness in schools may be a roadmap for teachers and students, administrators, educators and stakeholders in order to achieve a human development of the current and future workforce.
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    Cultural Differences influencing Communication Problems between Taiwanese Employees and Japanese Expatriates
    (2006) 中道惠里; Eri Nakamichi
    ABSTRACT While much attention in recent years has been focused on the communication problems between Japanese expatriates and local staffs in many countries, little research has been conducted on the communication problems between Japanese and Taiwanese employees.　In this study, the communication problems of Japanese expatriates in Taiwan were examined. Twenty cultural differences between Japanese and local staffs derived from literature reviews were used to examine cultural differences influence on communication problems between Japanese and Taiwanese. To identify which cultural difference cause communication problems among these 20 differences in more details, an interview survey to Japanese expatriates in Taiwan was conducted. As the result of the interview survey, it was revealed that Japanese tend to feel communication problems with the cultural difference of job implementation, such as, the way of report, the way of suggestion, the way of looking for the cause of the troubles, the way of taking responsibilities, and the way of excuse. On the contrary, Japanese do not tend to feel communication problems with the difference of language, such as, polite expression, term of respect, and tone, do not influence on the cultural differences. This study is important practically in that it identifies cultural differences that may improve expatriates performance. Furthermore, the research findings are relevant to Taiwanese and Japanese multinational employees who seek to sustain a competitive advantage through successful expatriate program.