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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    Required Competences for High Performance Salespeopleat at Japanese High-Tech Industrial Firms in Taiwan
    (2007) 草柳理砂; Risa Kusayanagi
    The business relationship between Taiwan and Japan is quite tight. For Taiwan, Japan is very important business partner today. Therefore, it is highly important to supply excellent human resources for Japanese firms to prove the attractiveness of Taiwan as an inventory country. In addition, as the industrial trend of Taiwan, the high-tech industry become one of the core and life line businesses so that a lot of Japanese high-tech industrial firms also has been started investing to Taiwan from 1990 till now continuously. As a result, it is urgently required to educate and provide Taiwanese who are able to fit working at Japanese high-tech firms in Taiwan. However, there are gaps between ideal employees whom the real business worlds are required and the average Taiwanese employees at the moment, especially in the position of sales. Therefore, this study inquired required competences working at Japanese high-tech industrial firms in Taiwan as salespeople in order to give useful data for Taiwanese higher educations which need to provide high performance human resources for the society and Japanese firms in Taiwan which need excellent Taiwanese salespeople to win their business. Human resource is one of the most important capitals both for the nation and the enterprises. In this study, the interviews with Japanese managers who are engaged in high-tech related business in Taiwan were conducted to analyze required competences based on the famous competence model set by Spencer& Spencer. As the result of the interview survey, it was revealed that highly required competences for salespeople at Japanese high-tech industrial firms in Taiwan were technical/ professional/ managerial experiences, analytical thinking, impact and influence, and flexibility. Main competences what Japanese managers feel the lack for average Taiwanese salespeople were self-control and organization commitment. Furthermore, it was revealed that required competences have been changed by the rapid globalization of Japan and Taiwan. Therefore, higher educations in Taiwan are required to educate students who can catch up with those new business streams to provide much more practical educations. And Japanese firms in Taiwan that depend on OJT would need to expand their training systems to survive in this shifting global economy.
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    企業訓練專業人士之職能發展
    (2013) 陳思嘉; Szu-Chia Chen
    Considering employees are the key factors to business success, in order to develop talent and increase employees’ productivity, more and more companies have put more emphasis on corporate training which is viewed as an investment in employee development. In addition, the rise of corporate universities has also become common phenomenon in the training and development fields. Corporate universities are also regarded as effective ways to help employees to meet the challenges of competing in a tough economy. With the emphasis on corporate training, the competencies of corporate training professionals who are influential to the business performance and strategy execution should be valued. Hence, this study aims to examine the roles and tasks of corporate training professionals so as to identify the competencies required for successful performance of corporate training professionals and scrutinize how these competencies can be developed. The competency model will be further validated based on the process of the research.