2007年，從美國教育界開始提倡的翻轉學習模式，至今仍為學校廣泛討論的話題。此概念對於企業而言，據2014年《全球人力資本趨勢報告》指出，翻轉學習模式將成為未來企業教育訓練的趨勢，而企業如何應用此套教學手法，以有效運用實體課程的培訓時間，進而提升學習成效，為一值得探討的議題。 然而國內關於翻轉學習模式的研究，仍以教育界為研究對象居多，目前尚無台灣各個產業應用翻轉學習模式的現況研究，故本研究透過訪談十間曾榮獲教育訓練獎項或為該產業龍頭的台灣企業，以了解企業應用翻轉學習模式的現況、配套措施以及成功關鍵因素。 本研究結果發現：一、企業大多將翻轉學習模式應用於新進人員、主管訓練以及軟性通識與管理類型的課程；二、多數企業會搭配系統平台、講師與學員的獎勵機制為配套措施；三、受訪企業與文獻皆一致認為講師的能力與平台的建置，為促成翻轉學習模式成敗的關鍵因素。 / Since 2007 the education field in the United States has started to promote the flipped learning model, which has been being widely discussed by schools until now. As far as enterprises are concerned, Global Human Capital Trends Research 2014 report pointed out that the flipped learning model would be the trend for the employee training of enterprises in the future. It is a topic worth exploring in depth how enterprises apply this teaching technique to optimize the training time of courses and further improve learning effectiveness. However, much past research regarding the flipped learning model in Taiwan focused on the education field as the object of study. There is still no current research on business industries in Taiwan that utilize the flipped learning model. Therefore, ten Taiwan’s enterprises which either won an Education and Training Award or are leading enterprises have been interviewed in this research to come to know the current condition of how enterprises apply the flipped learning model, coordinative measures, and key success factors. The result of this study showed that: first, enterprises mostly apply the flipped learning model to courses for new employees, supervisor’s training programs, to soft general courses and management courses. Second, most enterprises utilize a system platform and a reward system for lecturers and learners as the coordinative measure. Third, both the interviewed enterprises and literature indicate that the lecturer’s competence and the establishment of a platform are the key success factors for the flipped learning model.

本研究目的為了解企業招募青年外派人才的需求及目的、招募甄選、外派訓練之現況；調查了11家佈局國際的台灣知名企業，產業類別涵蓋科技業、金融業、製造業、量販流通相關業、旅遊業。 研究發現台灣企業外派新鮮人才目的為擔任確保當地維持母公司的制度、填補職缺的角色。在招募甄選方面，企業招募外派新鮮人才綜合使用傳統與網路徵才管道。傳統管道多為校園招募，網路管道則是官網、網路人力銀行與臉書。甄選外派新鮮人才重視個人特質因素包含海外求職意願、適應性、海外經驗、學習潛能、人際關係技巧等，在能力因素方面語言是最重要的。外派培訓方面，受訪企業皆重視人才培訓，培訓的內容與時間依照產業、職缺目的、產品複雜程度而有所不同。 本研究建議企業使用國際畢業人才專案來進行統一的招募甄選以集中招募的資源、搭配職涯規劃與完善培訓制度吸引求職者的目光。在培訓方面增加跨文化的培訓，例如跨文化的課程、當地產業個案探討與雙輔導員制度協助外派者順利完成派外任務。 / The purpose of this study is to understand the current situation about companies of recruiting, selecting and training young talents as expatriates. This study investigates 11 well-known enterprises in Taiwan, covering the science and technology industry, finance industry, manufacturing industry, retailing industry, and tourism. The study finds that the purpose of young expatriate assignment of Taiwanese companies is to take control of the role to ensure that the local maintenances follow the parent company’s system. In the recruitment of selection, companies use both traditional and Internet channels to recruit fresh graduates. They usually use the campus recruitment as the main traditional channel; meanwhile, they use the official website, cooperation websites and Facebook as major internet channels to approach the fresh graduates. Companies emphasize personal factors including individual willing of working overseas, adaptability, overseas experiences, learning potential, social skills, etc. as the selection of fresh talents and in terms of external factors, the language skill is the most important. With regard to the training of the young expatriates, all the respondents put emphasis on the training of young expatriates. The training programs are different from industry to industry. This study suggests that companies use international graduates program which can unify resources to recruit and select fresh graduates. With promising career plan and well-planned training system, companies can attract the attention of job seekers. Moreover, companies can improve cross-cultural training, such as cross-cultural curricula, local industry case studies and dual counselors to assist young expatriates in successfully completing the expatriate assignment.