Browsing by Author "賴志樫"

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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 on Job Context for Dispatched Workers in Taiwan
    (2008) 虞家欣; Chia-Hsin Yu
    ABSTRACT Non-standard work arrangements, such as part-time work, contract work and dispatched workhad been recognized as one of the strategies to increase firms’ flexibility and competitive advantage. Recently, the needs of dispatched workers were booming in Taiwan. Besides, the government had categorized dispatching services into one of the twelve industries targeted for current stage of service sector development. Nonetheless, there were few studies on the issues of dispatched work, say nothing of the performance of dispatched workers. This research wanted to study the needs of improving working effectiveness of dispatched workers and possibility for enterprise to increase the further use of dispatched workers in the future. To understand the content of dispatching services, researcher reviewed the related literature of the background of dispatched work, and then developed the purposes of this research based on the collected information. This research conducted the qualitative method with in-depth interview to find out the condition of using dispatched workers in client companies and other related issues. A questionnaire was developed and used for in-deep interviewing and collecting research data. There were six interviewees from three kinds of industries, which included financial insurance, information and private security industries, and one non-profit organization. The conclusions of this study were as follows: 1. The financial and insurance industry was the one which adopted the most use of dispatched workers. 2. Most client companies used dispatched workers to do administrative jobs. 3. The information industry was the one with possibility to use dispatched workers on more professional jobs. 4. Most client companies did evaluations on the working effectiveness of dispatched workers; however, they didn’t think it’s necessary. 5. Most directors in client companies believed that the trend of dispatching services would be positive. 6. The financial and insurance industry was less likely to consider the further use of dispatched workers. 7. There were opportunities for dispatched workers to become permanent employees in most of the client companies. 8. Most directors in client companies were not sure of the definition of dispatched workers. 9. Most companies interviewed dispatched workers by themselves.
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    A Study on the Human Resource Development Competencies of Human Resource Managers in Burkina Faso
    (2015) 康莉雅; Helene Lydia Marguerite Tenin Konkobo
    The purpose of this study was to identify the development needs of HR professionals in Burkina Faso by determining the expertise level and the importance of the HRD competencies as it relates to their functions. The study used a mixed mode approach in order to minimalize the limitations of both quantitative and qualitative approaches. This study aimed at contributing to knowledge on HRD in providing a base line that can be used to develop the practice of HRD in Burkina Faso. The target population of this research was the HR managers in the country. The survey questionnaire was adapted from the original 2004 ASTD Competency Study Mapping the Future and then translated into French. Descriptive statistics were used to analyze the survey questionnaire and content analysis was used analyze the interviews. The results showed that HR managers in Burkina Faso perceive their expertise level in HRD competencies, at the exception of learning technologies. The study also, established that the perception of HRD competencies level, differ among demographic groups.
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    A Study on the Training Needs Analysis of Financial Planners
    (2009) 林勝豪; Richard, Sheng-Hao Lin
    The study aimed to explore the relevant training issues of financial planners, the professionals in charge of the wealth management business in banks. The research includes the training needs analysis and financial planners’ perspectives toward their training and professional development. The study utilized in-depth interviews, a technique of qualitative approach, to explore the contexts of the organizations, the job, personal performance issues, and learning of financial planners. Ten professionals in financial planning field were interviewed. The research findings are the detailed contexts that can be categorized into four parts. First on the organizational issue, there are organizational problems of (1) establishing organizational fame and brand, of developing their professionals, of (2) re-constructing their organizational system to maximize the business efficiency and effectiveness, and of (3) innovating competitive products for differentiation in those banks. Second on the job analysis issue, to perform the job well, financial planners must develop effective strategies to enhance the three most important competencies: (1) strong mental strength to live with pressure, (2) client pool developing, and (3) knowing the market trend. To acquire the three competencies, it is demanded that financial planners should have other complex knowledge and skills e.g. professional knowledge of finance, interpersonal skills, together to perform successfully in their job. Third on the person performance issue, performance difficulties and problems can be summarized as being caused by (1) the bear market, (2) poorly set performance standard and goals, (3) customers’ distrust, and the (4) heavy requirement of financial planners’ knowledge and skills. On the personal analysis, (1) resistance to be transferred into the wealth management field, and (2) work pressure resulted from heavy workload, and (3) personal laziness and impatience toward their job and customers are the major person problems. On the learning issues of the financial planners, experiences that help establish client pool by being a senior staff in the same branch and experience that help understand the market trend in a securities company are explored. On the learning channels, financial planner acquire their competencies majorly through (1) internal corporate training, (2) reading, (3) financial planning exhibitions and conferences, (4) Taiwan Academy of Banking and Finance, (TABF) and Securities and Futures Institute, (SFI), (5) learning from skillful, experienced clients secretly, and (6) certification and training to satisfy their training needs.
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    An Investigation of Factors Affecting Bank Employees’ Retention in The Gambia
    (2014) 孫莉娜; Mariam Jaye Sowe
    This research was conducted in The Gambia whose population is about 1.8 million with a total of 13 banks and over 70 branches in all in the country. With the market greatly liberalized which has eventually resulted in an increased competition in the domestic financial system, banks end up competing for the same customers who are increasingly aware of their many choices. In addition, as job mobility increases, a high rate of turnover and job hopping has been created with bank employees moving from one job to another and this has created a growing interest on what needs to be done to retain employees. Thus, this research investigated job satisfaction, organizational commitment and compensation satisfaction as factors that can affect employee retention for the attainment of greater organizational performance of bank employees in The Gambia. The samples included employees in the top five banks in The Gambia and purposeful sampling was used to select the cases for inclusion in this research. 155 people responded to the questionnaire by submitting hard copies as well as online submissions. The study adopted validated measurement instruments from researchers who have conducted studies in these constructs. Data for this research was analyzed using quantitative research method. Descriptive statistics, correlation analysis and multiple regressions were used to analyze the data. Based on results of this study, job satisfaction and organizational commitment are found to be significant predictors of retention while compensation satisfaction had an inverse relationship with retention. Based on the findings and the research process, some recommendations are provided.
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    Assessing the Outcome of Training and Development Program for Women Entrepreneurs Implemented by the Women’s Bureau in The Gambia
    (2014) 蔣芳婷; Fatou A. Jallow
    The purpose of this study was to examine the outcome of a Micro and Small Enterprise (MSE) training and development program on women entrepreneurs’ performance coordinated by the Women’s Bureau (WB) in The Gambia. With reference to Kirkpatrick’s four-level evaluation model, it investigated whether the training met the needs of women entrepreneurs, if there were any improvement on their knowledge and skills and whether any significant changes to their business performance were made. Even though a lot of resources were spent on this training program, evaluation was not conducted to find out the outcome of the training. Yet assessing the outcome of costly training efforts is vital to the success of any program. Thus, the purpose of this research was to find out the outcome of the training on women entrepreneurs’ performance in terms of changes in behavior, business performance and the outcome of the performance. A qualitative approach was used to collect data from four senior officers of WB, four trainers from three training institutes who were the training providers, and four women beneficiaries of the training. The interview questions were adopted and further improved to enhance their validity and reliability. First, the interview questions were sent by email to participants and all responses were received from participants. In addition to their responses, a follow up interview was further conducted on Skype. The interview was recorded and later compared with responses sent via electronic email. The results show that training needs were met as well as their business skills significantly enhanced. Trainees acknowledged the improvement of their business behaviors, which impacted positively on their business in terms of higher income and business expansion. However, the interviewees identified some bottlenecks and made suggestions based on the challenges.
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    Critical Factors to Learners' Motivations in Instructioan Design on WBT
    (2007) 董妍伶
    WBT provides flexible tools that across time and distance for organizations, and provides the opportunities to create competitions for their human resource development. From convenience and flexibility viewpoint, WBT does lots of contribution to business. Although technology brings so many benefits to people, there are still some difficulties and limitations there when they are developing a training program based on WBT way. In this study, the researcher has explored critical factors that affect trainees to participate in web-based training (WBT) courses through in-depth interview technique. Besides, the researcher focuses on instructional design aspect because instructional design plays a main role when it comes to developing web-based training due to many previous studies show that learning motivations affecting learning performances a lot; there is apparent relation between these two dimensions. However, organizations neglect this issue though it is important even in WBT environment especially. For this reason, the researcher would like to engage in this topic and figure out the critical factors that affecting learning motivations in WBT. The researcher has developed questionnaires and using in-depth interview technique to find out the critical factors in instructional design aspect. The results of this study were revealed important instructional design factors affecting learners’ motivations, and critical factors in instructional design as well. Furthermore, the difficulties that case companies met during the process of WBT.
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    Cross-Cultural Communication and Adaptation Steps of Undergraduate TaiwanICDF Students
    (2015) 歐亞妮; Jeanine Nazareth Orozco Jimenez
    This study aimed to explore and describe opinions, expectations and feelings of undergraduates TaiwanICDF students regarding cross-cultural communication and the steps they had been taking since they came to Taiwan to achieve their adaptation while using the language. For the study several definitions and theories/practices were explained in order to find how adaptation and communication between different cultures relate to each other. Therefore, an interview schedule comprised of 12 questions was developed to get the opinions, expectations and feelings of those students. In total, 20 undergraduate students were asked for qualitative information; however 19 were included in the study. Those students have a scholarship from TaiwanICDF, and also came from African, Central American, and The Caribbean countries. After the interview was applied, the researcher found that no matter where the students came from they experienced similar feelings, and have similar opinions and expectations about their adaptation process and communication issues. Therefore this research has several conclusions and recommendations regarding the findings and the developed research questions.
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    Cross-Cultural Communication between Russian and Taiwanese in the Medical Training Center in Taiwan
    (2010) 哈希蘿娃安娜; Anna Khakhirova
    This study examined the communication experiences of Russian expatriates in Taiwan. The researcher focused on the importance of cross-cultural communication in the medical workplace. This study provided some new insights into the bases and consequences of cross-cultural communication between Russian expatriates and Taiwanese employees. The purpose of the present study was to examine the cross-cultural communication experience between Russian expatriates and Taiwanese employees in Taiwan. Kim’s (2001, 2005) integrative communication theory of cross-cultural adaptation provided the basis for offering an explanation of the linkage the communication competence. The analysis used portions of verbal transcripts obtained through 12 in-depth personal interviews between May 2009 and April 2010. The research revealed that positive and genuine relationships/friendships between Russian expatriates and host nationals (i.e., Taiwanese) contribute to their positive and rewarding life experience overseas.
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    D&T課程提升國中學生科技創造力之研究
    (2008) 周家卉; Chia-hui Chou
    我國于2000年實施的九年一貫科技教育課程重視設計與製作能力的培養，英國1988年頒佈實施的「國定課程」中的設計與科技（D&T）課程也強調設計與製作的學習。因此，本研究嘗試透過英國K3階段D&T課程，探討其對我國國中學生科技創造力表現之影響。希望藉由分別實施D&T及生活科技教學活動的實驗研究，了解D & T課程是否有助於提升我國國中學生的科技創造力。 本研究採用實驗研究法，先透過文獻探討，分析及比較D& T與生活科技課程內涵之異同。再以立意取樣方式，以臺北市某國中七年級的三個班為實驗研究對象，接受D&T的教學；另外選取該校同年級的三個班為控制組，接受九年一貫生活科技的教學，同時進行十週的「創意紙車設計製作」學習活動。為收集本研究所需資料，係選用2005年葉玉珠所開發之「科技創造力測驗」，作為檢測研究對象科技創造力前、後測之差異；另外修改2002年張玉山所設計之「產品創意量表」編成「作品創意量表」，作為評量學生實作作品之工具。經過相關之資料整理與統計分析，所獲致的主要結論包括： 壹、英國K3階段D & T課程對提升我國國中學生科技創造力表現具正面影響。 貳、我國九年一貫生活科技課程對提升我國國中學生科技創造力表現具正面影響。 參、英國K3階段D & T課程與我國九年一貫生活科技課程對我國國中學生在科技創造力測驗中的表現具顯著差異。 最後，本研究根據研究結論，分別提出相關發現、建議與省思。
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    How Can Freelancing Help Unemployment in Belize?
    (2024) 肯琳; Camryn Renita Stephanie Mendoza
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