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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Motivational Factors Affecting Employees’ Performances in the Drink Industry – The Case of Cerveceria Hondurena
(2007) 熊美佳
This study investigated the effects of the motivational factors over the employees’ performance in the workplace, and surveyed the relationship that might exist with the demographics items, and how these items affect the factors of motivation in the workforce, or not. Remember that the impact of motivation on work performance has been of interest to researchers and managers for many years, developing several theories about this topic, as the researcher exposed and explained in the literature review of this study. With this study we achieved a better understanding of the different factors of motivation, and might build a better workplace in this way, where the employees’ will feel motivated, committed, satisfying, and want to achieve a better performance. Getting more knowledge about how the employees perceive the different factors of motivation. Therefore, a quantitative research method was used to survey employees’ motivation at Cervecería Hondureña in this study, conducted through a questionnaire survey that evaluated five different factors of motivation based on Maslow’s hierarchy of need, Herzberg’s theory, and other two theories. The targeted population was the employees working in the organization in the three different areas/ positions: the executives& management, staff members, and other employees. Of the total population four hundred and thirty-seven questionnaires were sent out and with a 99.08% responses returned. The data collections were interpreted by using descriptive statistics as percentage, and also made use of the one-way ANOVA to test the six hypotheses. The study revealed through the six hypotheses testes and top ten factors, that there are strong relationships between motivational factors and demographic items, where we can see how the opinion or perception of the employees about motivation will be changed and regarded with the different demographics items, as gender, age, marital status, educational level, working area, and seniority in the company. The results launched a strong statistical significance in the relationship of these two topics. As well, other important results confirmed many statements of literature review, for example, which revealed that money is not enough to motivate employees in the workplace. According to the top ten factors, the factor that got the first position was the benefit factor followed by the organizational culture, next the HRD actualization, and lastly the monetary factor. And the result of this research supported the statement that the best system to motivate employees would be blended the monetary and non-monetary factors. This study makes important contributions to know more about how to motivate the employees in the workplace, as well as to get better results of these strives for the company, managers, and HRD department. According to the general suggestions companies as a whole most try to make use of any system or plan to motivate their employees so as to know and survey deeply the dynamic and difference that exist among the employees of the company. They can gather their differences according to the demographics items because the employees needs will vary accordingly with these items, maybe everyone has the same basic needs, but the circumstance or situation are different to every human being and this will affect the perception of motivation of the employees. Another important suggestion was that the monetary factor alone was not enough to motivate employees, so the HRD department and managers most take into consideration this issue when they are trying to improve their employees’ motivation, satisfaction, and performance. Finally, companies around the world should keep in mind that the importance of motivating their employees because all the talent is meaningless unless the organization motivate their workforce to produce better results in the workplace.