The development because of information science and technology, and the transition of economic structure, economic development has already been changed into globalization economy from national economy entered a new era in 2000 so what position of finding enterprises and the future opportunity, namely become all managers to chase from the guide goal, the tactics are to help enterprises to find the direction of development and niche existing in the future, reach this tactics goal to need according with and organizing talents of the demand. This research purport lies in carrying out the balance scorecard and setting up strategy maps with the company, build and construct by four literary compositions surface index of the strategy maps, in order to reach the goal that enterprises manage, and inspect complete degree of the human capital of the company in view of the above, on the drop gap of the human capital, through the setting-up of the function model , find out the key competitiveness of the company, already training existing human capital , or by recruiting and finding talents who accords with company's key ability. After case study, find mainly: 1.The strategy must need the support and approval of the high-order executive, construct the surface in four phases of balance scorecard, can help the company with the financial affairs and not manage by financial indexes, and pass the expansion of the strategy maps, the administrator can understand the course that the strategy carry out by this, find out the of the question, but not only have the appearing of the last result. 2.The setting-up of human capital is to quite consume the time and energy, with the setting-up of the competency model, can first inspect existing staff's behavior index of finding out the so-called the outstanding one of work again , and can develop , train even find out the successors.

In order to face the dramatic changes of global economy and survive under highly competitive environment, a lot of companies put efforts to decrease production costs and improve customer service in recent years. Many organizations, which will concentrate on their core business and outsource the others, are trying to create simple and flexible organization structure to lower costs and improve working efficiency. Those show that outsourcing, which more and more organizations pay attention to, has become an important issue in these years. Based on current human resource function classification both in Taiwan and other countries, we would like to explore and discuss those HR functions which companies in Taiwan tend to outsource now. We have surveyed 219 companies in Taiwan that included 119 companies which outsourced some HR functions and 100 companies which did not outsource HR functions. The analytical methods, descriptive analyses and Chi-square test, were adopted in this study to help us understand which HR functions those companies choose to outsource. Moreover, we will also discuss what factors they have concerned during the outsourcing decision making, the relationship among company size, industrial field, year of establishment, and HR outsourcing functions, the difficulty they met while HR function outsourcing, outsourcers selection, and the reasons why those companies choose not to outsource HR functions in this study. The result indicates that most companies tend to outsource their HR functions of recruitment and training. The reasons to outsource those HR functions are mainly on cost-effective concerns and organizational core competence development as well. Besides, no significant result shows on the relationship among company size, year of establishment, industrial field and HR outsourcing functions. The main difficulties which those companies meet are that there are not enough qualified outsourcers to choose and they can not keep a good relationship with those outsourcers. While considering the qualified outsourcers, their experience and performance in the past are the major concern which implies that the transaction cost is the important issue for those companies. The dissatisfied outsourcers¡¦ service and the internal important information protection in the company are the main concerns for those who did not outsource their HR functions.

Life expectancy and overall health have improved in recent years for most Americans, thanks in part to an increased focus on preventive medicine and dynamic new advances in medical technology. However, not all Americans are benefiting equally. This suggests a level of urgency for need to assist our public health professionals in obtaining specific skills sets that will assist them in working better with ethnic and racial minority populations. The overall goal of the research was to assess cultural competence knowledge and programmatic skill sets of individuals employed by an urban department of health located in the southwest region of the US. The Theory of Planned Behavior (TPB) guided the research design to effectively evaluate the correlation between behavior and beliefs, attitudes and intention, of an individual, as well as their level of perceived control. Within the program design, 90 participants were identified using convenience sampling. In order to effectively evaluate these constructs, a quantitative research approach was employed to assess attitudes, beliefs, knowledge and competencies of the subject matter. Participants completed the Cultural Competence Assessment (CCA), which is designed to explore individual knowledge, feelings and actions of respondents when interacting with others in health service environments (Schim, 2009). The instrument is based on the cultural competence model, and measures cultural awareness and sensitivity; cultural competence behaviors and cultural diversity experience on a 49 item scale. It seeks to assess actual behaviors through a self report, rather than self-efficacy of performing behaviors. In addition, information was obtained to assess participant perception of organizational promotion of culturally competent care and; availability of opportunities to participate in professional development training. The analysis suggested healthcare professionals who are more knowledgeable and possess attitudes which reflect increased cultural sensitivity, are more likely to engage in culturally competent behaviors. In addition, positive attitudes and increased knowledge were associated with diversity training participation. Respondents reported high levels of interaction with patients from ethnic and racial minorities. Observing the clinical and non-clinical respondents, approximately 47% and 57% respectively, stated their cultural diversity training was an employer sponsored program.

Organisational Learning has been conceptualised and measured in various ways. The two studies reported in this thesis sought to take a new, bespoke approach to Organisational Learning in a global air transport company undergoing substantial organisational and strategic change. The research sought to develop a bespoke competency framework of Organisational Learning and apply it within the organisation to investigate employees' perceptions of the Organisational Learning climate. The research applied both qualitative and qualitative methods: semi-structured interviews and a 68-item self-completion questionnaire survey. Factor Analysis yielded a clear, conceptually sound six-factor solution. Organisational Learning climate perceptions were compared across occupational, departmental and geographical subgroups. The results indicated that there were no statistically significant occupational or geographical differences in perceptions of the Organisational Learning climate although some departmental differences were observed. The relationaship between perceived Organisational Learning climate and organisational commitment was explored and a clear link between them was found.

The population demographics of the greater Toronto Area are rapidly changing, with visible minorities comprising 43% of the GTA, and 10% of the total adult population of Canada. It is incumbent upon the health care sector to accommodate these changes in a culturally competent manner. Health care and culture intersect in the most delicate of ways during the last stages of life. The health care system must ensure that minorities have an equal access to end-of-life health care services and that their individual cultural beliefs and values are respected by culturally competent health care providers. Hence, this thesis examines the current state of cultural competence in hospice and palliative care in the Greater Toronto Area. This study will show the strengths and limitations of the current hospice care in terms of providing culturally competent care. To explore this topic in greater detail, my research is guided by the following questions: 1) What is the current state of culturally competent care in a hospice setting? 2) What are the challenges to providing culturally competent care in a hospice in the Greater Toronto Area? 3) What are some possible strategies for increasing competency within a hospice setting? To explore my research questions fully, I provide a critical analysis of six cultural competency theories, while integrating a social determinants of health framework, focusing on the theory of social exclusion and minority health care. This case study analysis is enhanced by the 14 in-depth interviews of hospice volunteer participants and 1 administrator. There are six major findings in this research. First, volunteer participants encountered cultural clashes when their levels of cultural competency were weak. Second, volunteer participants revealed there was a lack of adequate cultural competency training with the hospice. Third, volunteer participants gave abundant suggestions for improving cultural competency training. Fourth, volunteer participants perceived the hospice to be unsupportive of some of their needs. Fifth, the lack of ethnic, cultural and linguistic diversity of the hospice volunteer participants was noted. Last, the lack of religiosity amongst the volunteer participants was surprising. This research is significant for its Canadian hospice volunteer focus and the findings will be beneficial in practice for patients, their families, volunteers, and other health care providers, by providing the knowledge and tools necessary to enhance their level of cultural competency.

The population demographics of the greater Toronto Area are rapidly changing, with visible minorities comprising 43% of the GTA, and 10% of the total adult population of Canada. It is incumbent upon the health care sector to accommodate these changes in a culturally competent manner. Health care and culture intersect in the most delicate of ways during the last stages of life. The health care system must ensure that minorities have an equal access to end-of-life health care services and that their individual cultural beliefs and values are respected by culturally competent health care providers. Hence, this thesis examines the current state of cultural competence in hospice and palliative care in the Greater Toronto Area. This study will show the strengths and limitations of the current hospice care in terms of providing culturally competent care. To explore this topic in greater detail, my research is guided by the following questions: 1) What is the current state of culturally competent care in a hospice setting? 2) What are the challenges to providing culturally competent care in a hospice in the Greater Toronto Area? 3) What are some possible strategies for increasing competency within a hospice setting? To explore my research questions fully, I provide a critical analysis of six cultural competency theories, while integrating a social determinants of health framework, focusing on the theory of social exclusion and minority health care. This case study analysis is enhanced by the 14 in-depth interviews of hospice volunteer participants and 1 administrator. There are six major findings in this research. First, volunteer participants encountered cultural clashes when their levels of cultural competency were weak. Second, volunteer participants revealed there was a lack of adequate cultural competency training with the hospice. Third, volunteer participants gave abundant suggestions for improving cultural competency training. Fourth, volunteer participants perceived the hospice to be unsupportive of some of their needs. Fifth, the lack of ethnic, cultural and linguistic diversity of the hospice volunteer participants was noted. Last, the lack of religiosity amongst the volunteer participants was surprising. This research is significant for its Canadian hospice volunteer focus and the findings will be beneficial in practice for patients, their families, volunteers, and other health care providers, by providing the knowledge and tools necessary to enhance their level of cultural competency.

News reports of an escalating youth gang problem are frequent in current Canadian media. However, empirical study of factors contributing to youth gang affiliation, particularly in regards to protective factors that may be targeted in intervention and prevention efforts is lacking, especially in Canadian populations. This study was initiated as an exploratory study to examine the relationship between degrees of gang affiliation and measures of social/emotional competency, with a view to identifying a tool that could possibly be utilized to guide intervention planning efforts. The relationship with group affiliation, as well as the relationship to measures of aggression were also included to lend further depth to the analysis. The target population was youth between the ages of 12 to 15 years old who may have been at earlier (lesser degree and more transient) stages of gang affiliation.<p> Data for this study were collected in self-report survey format from 109 youth between the ages of 12 and 15 years of age from several urban Saskatchewan schools. Correlational analysis was performed to investigate the relationships between group and gang affiliation on the BarOn EQ-i: YV (BarOn & Parker, 2000), and the Aggression Questionnaire (Buss & Perry, 1992). Significant relationships were found between gang affiliation and the BarOn EQ-i: YV Interpersonal and Adaptability composites, and Total EQ scores, as well was with the Physical Aggression subscale of the Aggression Questionnaire. Differences in relationships emerged when the sample was separated by gender. There was a lack of significant relationship found between degree of group (non-gang) affiliation and gang affiliation amongst respondents in this study. Significant correlations were found between degree of group affiliation and the BarOn EQ-i: YV and between group affiliation and the Aggression Questionnaire results. Independent sample T-tests were utilized to investigate gender differences, with significant findings noted. An ANOVA was performed to assess for differences in the social/emotional competency and aggression measures, between outlier groups on the group and gang affiliation measures, with significant findings of between group differences.<p> While the BarOn EQ-i: YV emerges as a potentially valuable tool for the identification of alterable characteristics related to youth gang affiliation, the results of this study are preliminary in nature. Limitations of study design, measures, and sample group are identified, along with recommendations for future research.

The major of this study is to examine human resource professionals¡¦ competencies in car manufacturing industry and identify their affectability.This study perceived 20 competencies in four domains: strategic human resource expertise, general human resource functional expertise, self-development and support & service for employee to examine their importance through the Analytical Hierarchy Process, AHP.The results of this study indicate that the HRM expert of car manufacturing industry weighting the strategic human resource expertise with 51.1% related to the other three domains, general human resource functional expertise with 21.8%, self-development 10.5% and weighting support & service for employee for 16.7%.The result emphasizes the importance of strategic human resource expertise and the general human resource functional expertise follows. The HRM competencies in Taiwan are still ranged in training and development of employee, usage of HRM information system, performance review and compensations & benefits. But the experts reach the common consensus that the strategic human resource expertise will be the most important competency for the requirement as the circumstance changing.

In this dissertation, we focus on what the core competencies the manager should have before they take the international assignment and what kind of assessment process and development path they should go through to become a international manager. We interviewed several current international managers in the DaimlerChrysler Group and get their input and also interviewed the HR in the head office to get the clear pictures of the international manager developing program.

Recently, due to globalization and Taiwan¡¦s participation in WTO, more and more Taiwan companies have established branches across the world to seize the trend. However, in order to compete with multinational companies in the global coverage, how to recruit enough staff, manage and place employees to fit strategy of team and organization¡¦s goal across the world is the key assignment of human resource department among multi-national companies. Analysis the procedure of case company to apply changed by 1. Detail research on the existed papers and cases of implantation of competency system with human resource system combined with analysis them erasures of case company to apply the implantation of competency system, such as customize the impanation model, apply implantation of competency system into recruit system , and the actual ways and steps to fit implantation of competency into company. Hope this paper would provide reference of companies basing on implantation of competency to set up their human resource structure. 2.When Taiwan companies entering global market, it is important to understand the effect of case company to export recruit system basing on implantation competency system. This part not only evaluates the performance of implantation of competency system by comparing each key employee in parent company and their counterparts in branch, but also provide experience for other similar companies. New findings have been concluded in this research as follows: The key element for human resource system applies implantation of competency model successfully within company is the support of high level managers. Meanwhile, a well established recruit procedure based on implantation of competency system did help the case company to save cost, which includes decreasing recruit cost, decreasing the turn over rate of new staff, and raising the percentage of hired staff reporting to the case company. However, there are still problems ahead for the case company to apply the implantation of competency system: 1. So far, Taiwan is the only model established for the implantation of competency system. 2. The time of implantation of competency system is short. The effective of implantation of competency system could not be proved due to the fact that the system did not fit in performance system of the case company. 3. So far only computer system is finished, it is a long way to go to base on implantation of competency system to interviews. However, with the continuity of establishment of implantation of competency system within case company and the extensive application of such system in other industries via the experience of the case company, we believe that this topic worth further academic research to help Taiwanese companies to smooth the process of marching global market.