The problem for this study was to analyze the relationship between human resource development (HRD) manager empowerment and four organizational conditions. Three research questions guided the study. These were: (a) what was a viable starting point for an operational definition of HRD manager empowerment, (b) what was the dimensional nature of HRD manager empowerment, and (c) what was the relationship between HRD manager empowerment and organizational support, trust, communication, and collaboration? A review of the literature from management, education, and psychology was undertaken to answer the first research question. From this literature, HRD manager empowerment was initially operationally defined as (a) access and control over resources, (b) understanding of the business operations, (c) leadership that directs the operations of the HRD department to meet the needs of the company, (d) involvement, impact, and control in the company decision making process, (e) understanding and use of the company's political system for facilitation of company and HRD group goals, and (f) high organizational self-esteem. / Ph. D.

MPM / Oliver Tambo Institute of Governance and Policy Studies

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.

The effect of selected driver and instructional variables on attitude change of school bus drivers was examined. A total of 113 male and 69 female in-service Texas school bus drivers participated. The course of instruction, totaling 20 classroom hours, consisted of 11 units related to driving efficiency. Driver attitude was measured by a multiple-choice check list, administered prior to and following the course of instruction. A significant positive change occurred in those variables related to driver age, educational attainment, and number of classroom participants. Those variables involving course participation status and sex difference resulted in no significant positive attitude change. These findings may prove helpful in designing training programs for school bus drivers.

The thesis deals with recruitment and development of students and graduates in relation to the talent management concept. It focuses on interpretation of talent concept, development of talent management, its current approach and the importance of talent management to the organization. Attention is paid to methods of recruitment and development of students and graduates, emphasizing the specifics of this group of employees. A qualitative survey is part of this thesis. Two methods of measurement were applied in this research - studying documents (career portals of employers) and conducting interviews with representatives of HR departments of large businesses operating in Prague, focusing on whether and how employers work with students and graduates within their talent management systems, how they understand the concept of talent and which methods of recruitment and development of students and graduates they apply most frequently. Keywords talent management, , recruitment, employee training and development, , students, graduates, trainees

This thesis deals with the system of education in the organization State Agricultural Intervention Fund. The thesis is divided into two parts. The first part is focused on literary research related to education in the organization. In the second part, the research was carried out and evaluated on the basis of a questionnaire survey. The current employees of the Fund were the respondents. The obtained data from the questionnaire survey was evaluated and subsequently evaluated on the basis of the knowledge from the theoretical part of the thesis.

Medical Cosmoceutical service is a new rising medical service in recent 5 years. It combines medical profession and cosmetic service, offering customers integrated aesthetic therapy services that are safe, reliable, delicate and effective. Due to medical cosmoceutical is a popular and self-payed medical service not limited to any specific medical field by law, it is undouhtedly an effective way of business transformation for the medical institutes with difficult running under poor National Health Insurance policy. Therefore, many plastic surgery and dermatological clinics, and other medical field even beauty salons, quite to establish their medical cosmoceutical service for competing this big market. Surviving the strong competition in this hot market of medical cosmoceutical is an important issue for every member of the plastic surgery field that seeks to succeed in this medical cosmoceutical business. The key successful factor for plastic surgery field in medical cosmoceutical shall be an innovative strategy and innovative business model that leads to attracting and retaining customers. Through literature review and the practice data of T Union Clinic of Plastic Surgery based on its mamagement philosophy and business model, this study proposes the following three innovative strategies for medical cosmoceutical service: (1) Pioneer into the offering of medical cosmoceutical service that providing dedicated post-cosmetic surgery massage therapy ; (2) Pioneer into the research and development of skin care product therapeutic compound formula; and (3) Pioneer into the training and certification center for medical aesthetician. Followed by the dimensions of four innovative business model listed below, successful business performance will be obtained through the offering of comprehensive service attachment that enhances customers¡¦ willingness to accept such services. The four innovative business models comprise: (1) Knowledge transfer to customers, by delivering medical cosmetic knowledge for promoting trustworthiness from customers; (2) Customer relationship management (CRM) ,with higher customer value through maintaining close relationship with customers by offering multiple two-way communication channels; (3) Experience marketing, by creating word-of-month effects, and (4) Strategic alliance, through the referrals from related clinics, beauty salons, and affiliated medical cosmetic workshops to acquire more customers. In the verification of innovative strategies and business models for medical cosmoceutical business, this study adopts both qualitative and quantitative research methodology to provide deep insights and findings. In qualitative research, a small scale qualitative ¡§customer in-depth interview¡¨ is conducted on the medical cosmoceutical customers (5 people) of the T Union Clinic of Plastic Surgery, to verify accuracy of the innovative strategies and business model, followed by a large scale quantitative questionnaire survey (100 people) on the customers that are randomly drawn from the customers of T Union Clinic of Plastic Surgery. With quantitative data derived from the survey, the viability of the innovative strategies and innovative models are further verified. In conclusion, the research finding is that after quantitative and qualitative verification from the customer perspective, the three innovative strategies and four innovative business models proposed for medical cosmoceutical business has been indeed proved as the successful model for medical cosmoceutical business in the plastic surgery field, and is also commonly accepted by the medical cosmoceutical customers. Furthermore, an additional insight extracted from the verification in customer perspective is the need for designing of system for employee training and encouragement. By this, the effectiveness of transfering knowledge to customers and service quality delivery will be expected to enhance. So, this study adds the fifth dimension ¡§Employee training and encouragement¡¨ to the innovative business model. In the point of view of management implicatin, when performing the innovative strategy and innovative business model for medical cosmoceutical business in plastic surgery field, one should pay more attension to two management aspects, including internal management and external customer service. In the peer suggestion, the three innovative strategies and the four innovative business model proposed by this study are practically viable and may serve as the practical suggestions for the plastic surgery peer when providing medical cosmoceutical service.

Biographical data inventories (biodata) have one of the best predictors of job performance criteria for over 100 hundred years. Similarly, CommonFormat Biodata (CFB) inventories have also demonstrated their ability to predict certain performance criteria. There are two common themes and tow common sub-themes typically associated with CFB intruments, Education, experience, time, and specificity respectively. The major purpose of this paper was to employ a confirmatory factor analysis strategy to construct and validate a CFB inventory.

This thesis deals with the analysis of human resources management in a selected organization. The aim of this work is to analyze human resources management in the organization and evaluate its procedures with a focus on employee motivation and education. The theoretical part analyzes the approaches of human resources management, individual personnel activities and specifically the motivation and education of employees. The theoretical part is devoted to human resources management in general. This part is devoted to personnel activities such as job analysis, personnel planning, recruitment and selection of employees, evaluation of employees, placement or termination of employment, remuneration of other areas in this direction. I also deal with systematic and adult education. Here I focus on adult education, education in public administration and subsequently their education methods, which employees of public administration prefer. This part shows how the possibility of further education is utilized and consequently how public administration officials are motivated to further education and last but not least how the education of officials at the Regional Office of the Central Bohemia Region is used. The practical part is focused on the management of people in the organization of the Regional...

The thesis is focused on improving the motivation and satisfiction of emploees of manufacturing company. The first part focuses on the theoretical basis to the issue. The second part focuses on the selected company and describes its current motivation system. Based on the results from empirical research and hypothesis testing are in the last part contains suggestions for improving the current motivational system of the company