科技應用與人力資源發展學系

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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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    職場推動兩性平權關鍵成功因素之探討
    (2008) 李瑞禎; Jui-Chen Lee
    中文摘要 我國自實施「兩性工作平等法」,推動職場的兩性平權以來,因為仍有很多進展空間,所以勞委會於2006年藉由評鑑全國企業內部相關制度,來辦理「兩性平權友善職場」的認證。而因為總共只有六十家事業單位能夠成功獲得認證標章,所以本研究之目的為以這六十家事業單位為研究對象,探討職場推動兩性平權之關鍵成功因素以及可能遭遇之困難問題,和人力資源(推動)部門人員之功能與角色,以供參考。 本研究採用質性與量化的混合研究方法,以多重個案訪談法來蒐集資料,據以設計調查問卷;問卷於專家審查修定後,對這六十家事業單位實施問卷調查法,所得之資料,於整理、分析、比對之後,歸納出以下結論: 一、職場推動兩性平權之關鍵成功因素: 包含了高階主管的支持、高階主管參與平權作為的推動、事業(企業)主對兩性平權的經營理念、員工對組織推動平權目標的認同程度、事業(企業)用人唯才的文化、事業(企業)的形象、兩性平權的教育訓練、兩性平權相關法令的宣導、全體員工共同參與推動平權的作為。 二、職場推動兩性平權可能遭遇的困難: 政府的補助措施不夠、法令規定不足、事業(企業)的經費不足、成員的教育水準不一、對代理職務的工作內容或量無法負荷等問題。 三、人力資源(推動)部門人員之功能與角色: 此部門人員之功能為兩性平權的教育訓練、兩性平權相關法令的宣導、推動兩性平權目標的溝通等。扮演的角色為兩性平權教育訓練與法令宣導的講師,推動兩性平權的推動者、溝通人員與協調人員。 並據此提出以下幾點建議:一、對政府的建議:提高補助措施、補強法令規定。二、對後續有意推動者的建議:從內部組織人事著手、運用並加強人力資源(推動)部門人員之功能。三、對後續研究者的建議:再擴大研究樣本數、研究變項可再增加。
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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
    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.