Abstract With the trend of globalization and the pricing competition caused by China¡¦s manufacturing business, the quality of products is not the only issue that companies are facing now. There are some external as well as internal challenges that companies must face. External challenges include the competitive trend caused by the dynamic environmental movements and the operation pressure caused by facing competitors; internal operation issues concern the integration of the value chain and the continuous improvements in innovative managing skills. The case of research is the largest company professionally specialized in manufacturing drain cleaners in Taiwan. The company¡¦s sales are entirely dedicated to exporting to the international market; and OEM and ODM are its main type of business. Since drain cleaners are categorized as part of the hand tools industry, we must study the trends and activities in such industry. The business opportunities in the hand tools industry mainly depend on consumer¡¦s demand, providing different services to different individual buyers, and the opportunities derived from the rise of the home improvement market. Therefore, in the hand tools market, drain cleaner manufacturers should take into consideration that products which suit the new generation¡¦s need better and are with high economic values are more likely to satisfy the consumer needs. For the main thesis of this paper, we will be looking at discussions about the innovative and competitive strategies from literatures related, and the research will be based on J. Barney¡¦s resource base theory. Through the individual case analysis and roots study in grounded theory, I hope to achieve the following research purposes in this paper: 1. To analyze the operating state and the competitive advantages in the drain cleaner market in hand tools industry in Taiwan. 2. How the company in case study responds to the external challenges and which competitive advantages and strategies the company should take when facing such challenges. The conclusions to the company competitiveness in the case study based on relevant researches are as follows: 1. Regarding the case company¡¦s competitiveness against foreign markets, cost competitiveness is not recommended as the main business strategy, but rather to develop and strengthen the high-price, high quality markets as the recommended strategy. 2. Facing the competitions that the rise of the Asian market and the emergence of the Chinese consumer market brought, I suggest that the company in the case study, with its regional economic advantage, should consider a strategic alliance with European or American buyers or strategically to consider a joint venture with them. 3. Regarding providing useful information about the competitive market for the company, cost accounting standard procedures and other statistics related forms are strongly recommended to be established within the company in the case study, in order to provide critical information for managing department. 4. With the coming of the era of internationalization, the company in the case study should design an international personnel training system as well as a strategic human resource department to face the related incoming issues that internationalization may bring. Keyword¡Gstrategy, core competence, dynamic competition, internationalization

A MANET (Mobile Ad hoc NETwork) is a network with the features of infrastructure-less, multi-hop, self-configuring, and distributed-routing, which are quite different from a traditional wired network. Since nodes in a MANET are free to move, causing the topology of the MANET to change frequently, a routing protocol able to accommodate the rapidly changed topology is required. The MANET routing protocols can be classified into three categories based on routing information update mechanism: (1) proactive/table-driven protocol (2) reactive/on-demand protocol (3) hybrid protocol. Every category has its own advantages and disadvantages. Among these, the hybrid protocol tries to combine the advantages of proactive and reactive ones. This work presents a novel hybrid routing protocol - CG2R (Core Gateway Relay Protocol). The CG2R partitions a network into several regions called zones. The proactive mechanism is used within the zone, while the reactive one is applied outside the zone. Each zone contains one core gateway; the core gateway constitutes the backbone of the routing path. Unlike conventional cluster-based routing protocols which require the algorithm of electing cluster head to get some value such as ID number or Weight to elect cluster heads, the node in CG2R can decide itself a core gateway or not by using the algorithm that we present. The core gateway covers more cells and manages more nodes than the others to reduce the cases of a node moving out the zone. Based on this feature, the backbone of the network can be formed by the gateway nodes. The simulation results reveal that CG2R is more scalable and efficient than CGSR and AODV protocols.

The purpose of this study was to determine the core competencies needed by state Baldrige examiners, to identify best practices in examiner training programs provided by state Baldrige organizations, and to identify best practices for teaching core competencies. A Delphi panel ranked core competencies, best practices, and best practices for teaching core competencies using a Likert-style survey. Descriptive statistics and a formula for determining consensus quantified the results. The key findings of this study were that the Baldrige Criteria for Performance Excellence continue to provide the core competencies for which examiners need to be trained to effectively evaluate and score applications and provide meaningful feedback to applicants. The best practices for teaching core competencies, however, vary according to the needs of each state organization and the expertise and teaching styles of the trainers in the various state organizations. Coaching was the one best practice upon which the panel agreed as being applicable to teaching most of the core competencies. A template for training examiners using the best practices for teaching core competencies was the outcome of this study. Recommendations include using this template to train examiners and using the actual teams, of which the examiners will be a part, for evaluating and scoring the applications from receipt of the application through the life of the application. It is recommended that the individual review of applications be eliminated. As examiners will work with the actual applications from the beginning of the process, it is recommended that the case study be eliminated as pre-work. It is also recommended that coaches work with the actual teams from the training session until the feedback report is written.

Research has indicated that positive and negative attitudes toward intercollegiate athletics can contribute to the perceptions of both congruency and incongruency with the established university mission and values. Core values are considered to represent philosophical viewpoints and organizational priorities, further providing a sense of purpose to stakeholders. As such, established core values are expected to be applied and enacted in daily interactions in order to fulfill the mission and vision of an organization. Over time, however, the increase in negative attitudes attributed to athletic department behavior brings into question their perceived alignment with the university core values and brand. The potential existence of incompatibility and misalignment among internal constituents concerning core values has been linked to the starting point for conflicts within the organizational setting. Thus, attitudes toward athletic department behavioral congruency or incongruency with stated university core values is worthy of investigation in order to determine the consequential impact on the university brand. The purpose of this study was to investigate stakeholder attitudes toward athletic department behavioral congruency with the stated core values of Texas A&M University and assess the subsequent implications for the university brand. Personal interviews (N=13) were conducted with individuals from each of six university internal and external stakeholder groups: current students, alumni, faculty/staff members, community members, athletic department personnel, and athletic department boosters. Findings revealed four primary themes: 1) 'Excellence' Equals Winning, 2) For Public Relations Purposes Only, 3) Separation and Isolation of the Athletic Department, and 4) Lack of Leadership from the Top-Down. Implications communicated the necessity of a consistent and accurate representation of the Texas A&M brand at all university levels. Further, the implementation of a unique, potentially more effective model for core value congruency and brand management was presented. Finally, the necessity of promotion and implementation of the core values from university and athletic department leadership was recommended for core value effectiveness and brand consistency.

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.

The Enterprise Resource Planning system (ERP) is the major system of the Information Technical that implemented into on the small and medium-sized enterprises at present, through this ,combine software supplier , consultants and IT firm , according to the requirement, with the process improvement view of point , adopt the way of implement ex. roll-out , step by step , big-bang etc. come to SCM system implementation, exactly integrate the e-Commerce model workflow and procedure among the upstream and downstream systems, use to promote the competitiveness, to discovery the new opportunity of enterprises, what correct decision , selection and implementation into and developing the suitable system,that's the work focuses particularly on this paper.

Currently in our domestic airports, there are some issues worth of studying. The issues include: problems regarding firefighter human resource, dilemma that needs breakthrough and whether the reinventing government is suitable from the long-term perspective. This report tries to exam the issues: vacancy demand, background and related problems that may follows of yearly-increased 336 firefighters from 2004 to 2008.Based on the reinventing government, background of affair contracting out ,theory for frequently applied contracting out, this report is analyze and evaluate examinees of different backgrounds¡¦ perception difference on¡ufinancial expenditure¡v¡B¡upersonnel administration¡v¡B¡ulegal system¡vand ¡uprivate sector support¡vof the above-mentioned firefighter human resource¡¦s outsourcing. Furthermore, the report evaluates the current firefighter human resource¡¦s dilemma and obstacles of implementing outsourcing for policy reference. Main findings are¡G 1.After technician from other organizations have finished training, human resource aging problem of firefighter human resource replacing policy. 2.Employed human resource for vacancy is worth of adopting. 3.The current dilemmas are lake of legal support for implementing public servant¡¦s firefighter system, financial burden for adding firefighting technician and increasingly-worsen human resource aging problem. 4.Reasons for applying outsourcing is to decrease financial burden on personnel expenditure, provide legal basic and non-core affairs, and deregulate for private administration. 5.Obstacles of outsourcing are lack or immaturity of firefighting human resource in private sector, tough assignment for current personneland concerns of policy for personnel vacancy transfer. 6.Obstacles of contracting out are many.Currently, it is not appropriate to implement outsourcing for firefighter human resource. If the obstacles can be overcome contracting out can be expected in the long run. At last, this report provides suggestions on short-term breakthrough, middle-term plan and long-term endeavor.

It is very important for a company to build the sustainable competitive advantages by integrating the Knowledge and Information Techniques¡C China Steel Corporation¡]CSC¡^is facing the problems of industry upgrading and mutating ¡Binternational competition ¡B human resource inconsistency and knowledge inheritance at the moment¡C In order to solve the problems and keep growing of the company¡A the researcher suggested that CSC should use knowledge management to integrate the corporate strategy¡Bthe corporate culture and the production knowledge so as to strengthen the competitive advantages¡C The purpose of the research is try to develop a reference model of knowledge management for CSC and further study the performance of knowledge management in CSC at present¡C The result of research introduced four basic dimensions of model¡Awhich are as follows¡G¢¹.The knowledge of competitive advantages¡B¢º.The activity of knowledge management¡B¢».The performing steps of knowledge management¡B¢¼.The promoting factors of knowledge management¡C According to the reference model of knowledge management and in-field study of CSC to testify the feasibility of the constructed referenced model ¡A some suggestion and recommendation are proposed after testifying finally¡C Keywords¡Gcompetitive advantages¡Bcore competence¡Bknowledge management

The main purpose of this study was to investigate the suitable practice and model of knowledge management for CSBC through the action progress of developing a prototypical knowledge system intended for management of Full Specification. This study belongs to action research. The experiment field was Basic Design Section of Design Department in CSBC. It targeted at the shipyard¡¦s core knowledge--Full Specification to develop a prototypical knowledge management system of Full Specification. Through reflection-in-action and reflection-on-action in the process of developing system, the problems and dilemmas encountered by each action plan were reflected to seek for solutions and to revise the action plan. Then the knowledge management system was built. From the progress of action plan, it sought for new findings which can be the reference for CSBC to promote knowledge management continuously. The results of this study were as follows: 1) The environment of knowledge management was built by creating the open working platform. And a prototypical knowledge management system of Full Specification was built by learning-from-action. 2) By the participating, planning, learning of practitioners, it was helpful to emerge the future scenario of knowledge management and the common consensus to advance the knowledge management. 3) The model of organization learning and knowledge sharing was found. If the model combined with the knowledge management system, it was helpful to form the procedure of creating knowledge. 4) The reference frame of action research for knowledge management and the driven model of knowledge management for CSBC were developed.