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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    「2006 職訓課程發展計畫—工業控制職類」調查報告書
    (行政院勞工委員會職業訓練局台南職業訓練中心, 2006-01-01) 蔡錫濤; 張媁雯等
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    2006 職訓課程發展計畫—工業控制職類調查研究
    (2006-11-09) 蔡錫濤; 張媁雯; 謝文斌; 楊榮仁
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    2008 中國經濟安全暨增長風險
    (2008-03-18) 施正屏
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    2009 年哥本哈根會議成果研析
    (2009-12-19) 施正屏
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    2010 年全球糧食安全研析
    (2010-08-10) 施正屏
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    96 年度局屬五所職訓區域運籌中心營運功能診斷輔導計畫
    (行政院勞工委員會職業訓練局, 2007-12-31) 林怡君
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    A Study of Competency Model for a Project Portfolio Manager: Triangulation Approach
    (2022) 廖琉沙; Lyashuk, Alexey
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    A Study of Factors Affecting Attitudes towards Business Ethics in Saint Lucia
    (2013) Elizabeth Henry; Elizabeth Henry
    Business is essential for the development and wellbeing of society. However, the frequency with which corporate scandals occur serves as a driving force behind an ongoing debate about the conduct of businesses. This study therefore analyzed the effects of gender, age, household income, status and religiosity on attitudes toward business ethics and also, the effect of these factors on the business philosophies as contained in the attitudes towards business ethics questionnaire (ATBEQ). A quantitative approach research method was in the form of a questionnaire. The sample groups for this study were business students and employees in the private sector. The data was analyzed separately for both sample groups. The results showed that for students, gender had a significant impact on ethical attitudes, and for employees, household income and interpersonal religiosity. The results also showed that males were less ethical than females, and employees were more ethical than students. Social Darwinism was the most popular business philosophy as it was subscribed to by both sample groups and all factors except age had a significant impact on at least one business philosophy. Age was the only factor with no significant impact on attitudes towards business ethics or on the business philosophies. This study provides information on the ethical attitudes that currently exist in the business environment and also will provide insight into future business ethical attitudes. The results also provide useful information for policy makers, managers and academia and may shed some light for both Corporate Human Resource Strategy and the formal education system. It will also add to the existing literature on business ethics and more specifically to literature on ethics in the Caribbean region.
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    A Study of Politeness Strategies in Intercultural Communication
    (2014) 簡郁珊; Yu-Shan Chien
    Based on Brown and Levinson’s (1987) politeness theory, an aim of this research is to understand the use of politeness strategies of people of different cultures in intercultural communication as well as whether familiarity and power distance play significant roles in it. Another purpose is to investigate whether other potential factors affect politeness strategies in intercultural communication. Data was collected, using in-depth interviews and scenarios, from 20 international students in Taiwan. The findings indicate that politeness strategies are diversely used in intercultural communication. Cultural backgrounds, familiarity, and power distance play significant roles in choosing politeness strategies. Other factors that can affect the choice to be polite include personality, language, types of situations, characteristics of message receivers, gender, and the nature of the communication channel.
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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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    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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    A Study of the Effect of National Culture Value and Self-Efficacy on Organizational Commitment in Haiti
    (2010) 馬維妮; Virginie Marc
    This thesis would not have been possible without the tremendous encouragement of family and friends, the guidance of professors, and strength from the Lord, to all of whom I am heartily thankful. I am very grateful to the International Cooperation Development Fund (ICDF) who had provided me the opportunity to get my Master’s Degree at the National Taiwan Normal University by their financial support. My thanks go to my University which has provided us a sane environment with facilities for studying, and to the office team who had been always there for me that I’m so grateful for their patience and tolerance. I would like to express my deepest appreciation to my academic and thesis advisor, Dr. Ted Shir-Tau Tsai who has been devoted to guide and support me kindly throughout the process. Without his expertise, and willingness to help by his suggestion, encouragement, and other support, this study could not have been completed. Besides, I would like to thank my committee members, Dr. Steven Chih-Chien Lai and Dr. Chen Farn-Shing, who appreciated my efforts of researcher and gave me healthy comments, and suggestions to improve my Thesis in which they had mentioned as a good source of information about Haiti. Also, I would like to take this opportunity to thank all the other professors who help me with a more understanding about my topic. Finally, an honorable mention goes to my families, my people in Haiti, and my friends for their understandings and supports on me in completing this Study. Without helps of the particular that mentioned above, I would face many difficulties while doing this research.
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    A Study of the Relationship between
    (2006) 孫玉融
    The main purposes of this study were: 1. to understand the current situation regarding Taiwanese expatriates’ perceptions of formal pre-departure training programs; 2. to understand Taiwanese expatriates’ adjustments in China; 3. to examine the correlation between Taiwanese expatriates’ perceptions on formal pre-departure cultural, language and practical training programs offered (Hutching, 2003) and their subsequent adjustments to work, interactions with host nationals and the general non-work environment (Mendenhall, Dunbar& Oddou, 1991) in mainland China; 4. to examine the relationship between respondents from different backgrounds and their adjustment to life in China. This study surveyed the current situation of expatriates in two large-scale companies in Taiwan. Out of 73 questionnaires 30 were valid. The following were the statistical methods used: descriptive statistics, Pearson correlation, independent sample t-test and one-way ANOVA. The results include: 1. that participants’ perceptions of formal pre-departure training programs are below the average; 2. that participants’ adjustment to China is above average; 3. that there is no correlation found between participants’ perceptions of cultural and language training programs and participants’ adjustment to China, but that some showed the correlation between perceptions of practical training and participants’ adjustment to China; 4. regarding participants from different backgrounds, those who have bachelor’s degree or above adjusted to general non-work environment better than those who were graduated from vocational schools or below. Participants in finance departments adjusted to the general non-work environment better. Participants in high-class management or above adjusted better than those in middle-class management or below.
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    A study of the Roles and Competencies for HR Professionals in Performance Consulting
    (2006) 宋黎曼; Souleymane Sonko
    There have been conducted many studies investigating the roles and competencies for HR/HRD professionals based in many competency models, but few have been done to address the roles and competencies needed by those professionals for performance consulting. Performance consulting means working with people to meet their business goals, by maximizing the effectiveness of their human resources; clearly identifying what is expected, and by building learning activities and opportunities to help employees achieve what is expected from them by management. Suggestions have been given for how to change from a HRD professional to a performance consultant or how to do serious performance consultant but the core roles and competencies for it are not explicitly addressed; here lies the importance of conducting this exploratory study.
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    A STUDY ON FACTORS RELATED TO INTERNATIONAL STUDENTS’ PERFORMANCE AT THE MANDARIN TRAINING CENTER IN THE NATIONAL TAIWAN NORMAL UNIVERSITY
    (2009) 葉琬; Vladimíra Bilijenková
    For recent years, number of international students coming to Taiwan in order to pursuit their studies is growing rapidly. A significant part of them come to acquire mandarin language skills. These students utilize services offered by language centers all over the island. However, approximately one fourth of all learners of Chinese enroll in the Mandarin Training Center (MTC), which is affiliated to the National Taiwan Normal University. Its location in the heart of capital city Taipei as well as long history and reputation are intriguing. Despite the long tradition of teaching mandarin as second language, MTC is an organization that is still adapting to international students’ expectations and needs and is improving its services in order to provide environment in which international students can achieve their goals. This research was conducted in order to learn, what are the international students’ points of view (about the MTC services and other topics) and what do they perceive as most significant factors related to their performance and satisfaction at MTC. The methods of data collecting were semi-structured interview and a questionnaire, which used snowball sampling method. SPSS software version 16 was used for data analysis. This study tested six hypotheses. The statistical results showed that only relation of satisfaction and hygiene and situational factors is highly significant. Therefore it could be concluded that variables of hygiene and situational factors are not motivating or de-motivating for international students’ at MTC, however, they still play a significant role in their everyday lives.
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    A Study on Factors Responsible for Teacher Turnover in Public Junior and Senior Schools in The Gambia
    (2007) 艾瑪; Adama Ceesay
    The purpose of the study was to investigate the factors responsible for teacher turnover in public junior and senior schools in The Gambia and to provide recommendations on how to address the problem of teacher turnover. The sample comprised of seventeen (17) people who have either worked in education or are currently working in the education sector in The Gambia. The research participants were selected based on their experience as teachers and administrators in public junior and senior schools in The Gambia. Questionnaires were formulated for school principals and former Gambian teachers in the US, while interview sheets were formulated for foreign teachers, former teachers in UK, local teachers and the Senior Management Team. Data was collected and coded. The data was analyzed and summarized and tabularized. The research findings consequently shown that there are more pressing issues in teacher turnover in The Gambia than salary and allowance issues. It was highlighted that teachers leave the teaching profession due to various reasons which include, lack of career development prospects, inadequate teaching and learning materials in schools, poor implementation of bonds for teachers on study leave, inadequate policies to safe guard teachers, unfair postings procedures, lack of a good monitoring and evaluation system and the autocratic nature of some school principals.