科技與工程學院

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沿革

科技與工程學院(原名為科技學院)於87學年度成立,其目標除致力於科技與工程教育師資培育外,亦積極培育與科技產業有關之工程及管理專業人才。學院成立之初在原有之工業教育學系、工業科技教育學系、圖文傳播學系等三系下,自91學年度增設「機電科技研究所」,該所於93學年度起設立學士班並更名為「機電科技學系」。本學院於93學年度亦增設「應用電子科技研究所」,並於96學年度合併工教系電機電子組成立「應用電子科技學系」。此外,「工業科技教育學系」於98學年度更名為「科技應用與人力資源發展學系」朝向培育科技產業之人力資源專才。之後,本院為配合本校轉型之規劃,增加學生於科技與工程產業職場的競爭,本院之「機電科技學系」與「應用電子科技學系」逐漸朝工程技術發展,兩系並於103學年度起分別更名為「機電工程學系」及「電機工程學系」。同年,本學院名稱亦由原「科技學院」更名為「科技與工程學院」。至此,本院發展之重點涵蓋教育(技職教育/科技教育/工程教育)、科技及工程等三大領域,並定位為以技術為本位之應用型學院。

107學年度,為配合本校轉型規劃,「光電科技研究所」由原隸屬於理學院改為隸屬本(科技與工程)學院,另增設2學程,分別為「車輛與能源工程學士學位學程」及「光電工程學士學位學程」。

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    A Study of the Middle-Aged Employees Re-Use of Human resources-the case of the SYNVISION Technology Services
    (2009-08-28) Pei-Wen Liao; Chin-Cheh Yi; Chieh-Ku Tseng; Li-Chun Hsu
    The trend of the global population aging, therefore middle-up aged of human labor increasing each year. The middle-up aged employees of experienced and good interpersonal skills, the business can be planning and management willhelp to enhance the competitiveness of enterprises. Career development model and the career development system - alink the organization needs and individual needs on based theoretical models. This study interviews the SYNVISIONTechnology Services manager, director and employees. Finally, the seven policies: (1)the senior human resourcesmanagement (2)on the re-hiring of senior staff assessment (3)regulation of the human cost of retirement to re-engage Employment (4) the same benefits the pay adjustment(5)to reach the target production incentives (6) arrangementsfor the job redesign (7)on-the-job training. Through the implementation of the strategy for human use, allow middle- up aged employees of human re-development organizations to achieving the desired outcome of the performance.)