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。

News

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

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End date: 2019Has files: No

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Now showing 1 - 10 of 346
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    Managerial Competencies in the Cosmetic Industry
    (2012) 康 娜 蝶; KABORE NADEGE
    The cosmetic industry as many other industries, is characterized by high competition triggered by the globalization phenomenon and the liberalization of markets. Organizations now more than ever have to capitalize on their people to innovate their products and services in order to respond to the consumers ever changing demands. One of the most prominent and influential group of employees in every organization is the management group. Managers have the responsibility to effectively plan, organize, lead and control the multiple activities undertaken in the organization. Therefore it is important for managers to know and understand the roles and tasks they have to perform in an organization. It is equally essential for managers to understand that certain competencies are required of them for superior performance on the job. A better understanding on managerial competencies can provide a basis for better competencies development programs to develop high performing managers. The purpose of this research is to understand the managerial roles, tasks and competencies in the cosmetic industry in order to provide competencies development strategies. This research used a qualitative research method to deeply investigate the managerial competencies in the cosmetic industry. Managerial roles and tasks as well as managerial competencies were found. In addition, managers who were interviewed provided ways of developing those competencies as well as advice to future managers. The researcher believed to have made a valuable contribution to the literature on managerial competency and to the cosmetic industry.
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    The Effect of Intellectual Capital on Taiwan Banking Institutions’ Business Performance
    (2012) 周信甫; Hsin-Fu Chou
    Transforming into a knowledge-based economy, there is an increasing need for Taiwan to explore how intellectual capital creates value for financial institutions especially when signing MOU in 2009. Thus, this empirical study aims to understand how intellectual capital influences the business performance, specifically in the context of financial institutions in Taiwan. An Intellectual capital questionnaire adapted to measure the intellectual capital components, including human capital, structural capital, customer capital and innovation capital. The population is employees of financial companies in Taiwan. Research samples are collected and the data are analyzed by Partial Least Squares (PLS) and multiple regressions through backward elimination methods. There are two outcomes as follow: Firstly, PLS analysis pointed out that intellectual capital does have significant influence on Taiwan banking institutions’ performance. The positive influence of human capital to structural capital and customer capital, structural capital to customer capital, innovation to structural capital and structural capital and customer capital to business performance are proved to be significant. Secondly, multiple regression results proved intellectual capital’s significant impact on business performance. The outcomes discovered the characteristics of Taiwan banking institutions and pointed out room for the industry’s improvement. Also, it improves the problem of PLS analysis. All the models have high explanatory power over Taiwan banking institutions’ performance. Also, some recommendations for the government, Taiwan financial institutions’ managers, and future researches were provided.
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    On the Interrelationship between Individualistic Orientation, Organizational Commitment, and Turnover Intention in the Workplace
    (2013) 王良海; Kyle Wang
    The high turnover rate of the younger generations in Taiwan has for some time been a conundrum that besets local Taiwanese enterprises, as had been discussed in many articles. Most of these articles, however, had attempted to address this issue from the perspective of the assorted personality traits of these younger generations in Taiwan, which in actuality may be a case being unable to see the forest for the trees. By zooming in on the cognitive contradistinction between the generations imposed upon by the times, this research aimed to examine the issue from a macroscopic viewpoint, which hopefully can contribute to a better understanding of the nature of this blight of a phenomenon that is rampant among the younger generations in Taiwan. The R&D sector, wherein solidarity and selfless cooperation are called for so as to achieve breakthroughs and innovation and where human nature is put to the acid test on account of the onerous workload and massive stress, serves as an ideal place to inspect the collision of collectivism versus individualism and the impact thereof. Through in-depth interviews with targeted experienced HR personnel and the revelations of related success and failure stories, this research shed some new lights on the nature of this value mutation/confrontation pattern liable to stage in the workplace of certain graduated developing economies.
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    綠色行銷因子下新世代的綠色消費意願
    (2012) 許玲禕; Ling-I Hsu
    The impact of all kinds of environmental problems and energy crisis alarms the world. As a citizen of the global village, any corporation in Taiwan has the duty to take its own social responsibility to help mitigating the environmental and societal problem while striving for the financial performance. Therefore the concept of “sustainable development” is brought out while design and produce new products. To investigate how to raise the intention of young generation in green consumption and the difference between Non-profit organizations and For-profit organizations, we combine psychology and marketing concept to propose a new conceptual framework for green consumption. To do so, we choose Tzu Chi’s recycled POLO shirts as the green product provided by Non-profit organization (NPO) and Timberland’s recycled POLO shirts as the green product provided by For-profit organization (FPO) to be our objects and postulate respective hypotheses. A hypothetical model is established to analyze these constructs and their correlations in the proposed conceptual frameworks. For the research findings, firstly, multiple regression results proved consumer perceived values variables and green purchase attitude variables have significant effect on green purchase intention for green products provided by Non-profit organization. On the other side, product-related information acquisition variables and consumer perceived value variables have significant effect on green purchase intention for green products provided by For-profit organization. The outcomes discovered the characteristics of Taiwan environmental organizations and pointed out room for the industry’s improvement. Secondly, PLS analysis pointed out that green marketing factors do have significant effect on green purchase intention for green products provided by Non-profit and For-profit organizations. Only the price comparison variable is not significant which may demonstrates the young generation does not perceived the value of green products by using the price index. Also, it improves the problem of multiple regression analysis. At last, some recommendations for the Non-profit and For-profit organizations, and future researches were provided.
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    The Effects of Cultural Intelligence, Self Efficacy and Cross Cultural Communication on Cross Cultural Adaptation of International Students in Taiwan
    (2011) Nadine E. Lawrence
    The purpose of this research was to explore the effects of cultural intelligence, self efficacy and cross cultural communication on cross cultural adaptation of international students in Taiwan. The participants were 384 students comprising 188 (49%) males and 196 (51%) females. A majority of 164 (42.7%) were in the age range 21-25 years. American students were more than any other nationality at 22.7%. On average international students stayed in Taiwan for 21 months. Data were collected through a questionnaire in which participants were asked to respond to 50 questions on aspects involving, cultural intelligence, self efficacy, cross cultural adaptation and cross cultural communication. The questionnaire also requested the students to provide demographic data relating to their ages, gender, length of time in Taiwan, program of study and their nationality. In answering the questions this study sought to resolve, seven hypotheses were proposed. The hypotheses were directly related to the questions in the 50 item questionnaire. The findings indicated that no statistically significant gender differences could be established with regards to cultural intelligence, self efficacy, cross cultural adaptation, and cross cultural communication. A variety of conclusions were also reached about the variables on different tests. Based on the findings it is argued that universities in Taiwan need not be concerned about gender differences in addressing the issues investigated in this study. Also, that cultural intelligence is positively related with self efficacy, cross cultural adaptation and cross cultural communication suggesting that perhaps this is an area to focus on in dealing with international students. The study also provides recommendations that are specifically targeted at host universities, prospective international students and scholarship agencies. Finally, suggestions for future research are advanced. The suggestions focus on the research being carried out among other groups of students within Taiwan. It is also suggested that repetitive studies could be conducted on the same hypotheses to validate the study as well as to be able to generalize the findings.
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    The Impact of Career Path, Career Management Satisfaction and Career Commitment on Organizational Commitment
    (2011) Andrea Mariana Moscoso Riveros
    In this study, the major purpose was to explore the impact of some situational variables: demographic data, career path and career management satisfaction; on organizational commitment. The study also aimed to investigate the impact of career commitment on this relationship. Demographic data was studied to find the differences between demographic groups on the three dimensions of career commitment: identity, planning and resilience. Career path was explored to determine whether the mobility patters: movements along organizations, projects and positions; and the intention to work full time in the chosen career field; generate some differences on career commitment. This study also investigated the impact of employees‟ satisfaction towards career management satisfaction on career commitment. Finally, the study explored the impact of career commitment on the relationship between the situational variables, as independent variables, and organizational commitment, as the dependent variable. The target of this study was the employees of private nationals or internationals companies in Bolivia. A quantitative approach was adopted. The statistical methods utilized were reliability analysis, factor analysis, descriptive analysis, independent t-test, one–way ANOVA, correlation analysis, regression analysis and canonical correlation analysis. The results are concluded as follows: 1. Age, marital status, job position and educational degree present differences on career planning and career identity. The type of industry also affects career identity and career resilience. 2. Employees who get promoted present higher level of career commitment; and those who changed along projects might increase their organizational commitment. 3. Career management satisfaction towards practices on groups CMS-Strategies 1 and 2 predict career commitment, but CMS-Strategy 3 has a significant relation with both career and organizational commitment. 4. Career identity and career resilience predict 12.1% of organizational commitment. 5. Statistical analysis proved that some aspects of career path and employees‟ satisfaction towards organizational career management practices are significantly related to career commitment and therefore might increase organizational commitment.
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    Measuring the Impact of Person-Environment Fit and Its Affective Outcomes- A Case Study of International Cooperation and Development Fund
    (2011) Jasmine Lauren Brown
    In this study, the major purpose was to measure the impact of person-environment fit on employees‟ job satisfaction, organizational and career commitment, intention to leave and organizational citizenship behavior. The target of this study was the employees of International Cooperation and Development Fund. A quantitative method was adopted. The statistical methods utilized were reliability analysis, descriptive analysis, regression analysis and correlation analysis. The results of the study displayed that all the person-environment fit variables have a significant impact on the aforementioned outcomes.
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    The Relationship of HR Roles and HR Practices with Organizational Performance in Financial Institutions in El Salvador
    (2011) Cesar Oswaldo Alas Rivas
    Following existing literature in different contexts, this study explored the HR roles and HR practices and their relationship with organizational performance in financial institutions in El Salvador. Based on a previous exploratory study conducted in El Salvador, the HR roles seem to be more functional oriented than that of a business partner that generates value to the organization. This study used Ulrich’s HR roles model as well as the Cranet HR practices survey, to determine the relationship with firm performance. Such performance was gathered from Fitch ratings publications during the year of 2010. Both instruments, especially the HR practices survey, went through an intensive validation process to adjust them to the contextual targeted location. They were translated into Spanish and distributed among the sample. The sample of this study was comprised of those financial institutions registered in El Salvador and listed by Fitch Ratings, Central America. Correlation and Regression were employed to determine the relationship. Based on the outcomes from the data analysis, partial relationship was found regarding both HR roles and HR practices towards organizational performance. In addition to the findings that partially support the hypothesis, this study reports the responses per item that showed high percentages in regards to “I don’t know” or “No use” options which led the conclude that the theories on HR roles and practices might be fairly new to the sample in the study.