Due to the change of modern society¡¦s lifestyle, most people are single or young couple, without any support of experience, economy, and feelings from a big family. Once they face the difficulties without finding any comforter, they may choose suicide as their best way to escape problems. According to the government¡¦s formal report, there are 2,281 people dead out of suicide in Taiwan area. That means every one hundred thousand people there will be ten people who don¡¦t want to live and kill themselves. The purpose of this research is to understand how to promote the quality and the professional service of the volunteers through the operation of human resource management, including recruitment, acquisition, education training, compensation, performance appraisal, etc. Through statistics analyses, the major findings of this study are listed below: I Human resource management of volunteers influence the quality of volunteers. 1. There is a positive, significant relation between volunteers¡¦ compensation management and the mission. 2. Maintenance management also has positive relations with professional service ability and mission. II Different characteristics of the individual bring different composites of human resource management. 1. The position of volunteers has significant differences on the maintenance management and compensation management. 2. Work experiences of volunteers have significant differences on the development management and compensation management. III Different characteristics of the individual bring different quality of volunteers 1. The position of volunteers has significant differences on the mission and professional knowledge.

Abstract Owing to the change of Taiwanese political constitution. The legislator was becoming an increasingly important role in recent years. Therefore, those who aid the legislators in dealing with their affairs also play important roles. They are the legislators¡¦assistants. However, it is observed that the legislators¡¦ assistants have had low satisfaction for several years, which leads to a high rate of employee turnover. The phenomenon did have a great effect on the quality and efficiency of assembly. Thus, the aim of this study is to explore the legislators¡¦ assistants¡¦ system in terms of workers¡¦ recruitment, job orientation, training programs, welfare conditions, salary offered, job and salary match, and career development¡Ketc. This study also proposes some strategies which can assert the assistants¡¦rights. In order to understand the situation, this study takes not only participant observation method and intensive interview method, but also makes survey questionnaire to all legislators¡¦ offices. Finally, the findings are based on ¡§Human Resource Management Model¡¨ by Dr. Huang Ing-Chung¡]1997¡^ to analysis the interview and survey results. The results of the study indicate that: 1. In the aspect of acquisition management, the legislators¡¦ assistants always have heavy work pressures, overload tasks and undefined job contents. Moreover, there is neither clear criteria of recruitment nor job orientation. 2. In the aspect of development management, the job is lacking of suitable on-the-job training, performance appraisal and career development programs. 3. In the aspect of compensation management, the assistants have no formalized wage scales and positive benefits. Besides, they fail to take holidays like the employees of other companies. 4. In the aspect of maintenance management, most of the legislators seemed to prefer a more informal style of managing their employees. Therefore, they have no appropriate management styles, lacking of motivational systems and standing rules to manage employees.

The most significant challenge is ¡§ how to manage effectively organizational changes¡¨ while the organization is confronting with its strategic changes. In the course of practice, it would meet the environmental changes, effectively solidify unanimous opinions, strengthen the function of object management and the capability of managing changes, and improve the constitution of organization in order to achieve the optimal efficiency of entire operation, and estabilish the core competence of organization. Taiwan is facing to the heavy impact due to hi-tech industry move outside, especially in high-tech and high-valued semiconductor industry. And now the high-tech companies are facing to the transform of industry structure. The most important is how to enhance the competitive advantage to them. Besides operational efficiency, the speed is another critical factor to face the character of semiconductor industry either changing frequently or fast changing environment. Markets and tasks are both diversified and changeable, and the timing is also compressed quickly. Not only business operation has to accommodate with quick changes of environment, but also change ahead of marketing changes. The key point is to create or search the competitive niche for each company. Even though the strategy and organization structure will be changed for the need of the marketing environment, the factors that affect the organization structure including environment and strategies also have influence on organization operations as well as organization control and efficiency. But in the process of organization changing, not only focus on the adjustment of organization structure but further aware of the transform of corporation constitution and the development of human resource. In general company¡¦s performance of appraisal is based on the strategic plan, policy deploy and the calculation of the balance score card which are focused on the management of objective between inter-departments or stratums, but neglect the horizontal leakage among the departments or interspersions, and combine work tasks with the targets of individual development in the future. I create a ¡§combined sheet of the career plan¡¨ which improves the aforesaid defects, and make a more complete career plan sheet with illustrative case. In view of the practical experience personally, I realize that the most critical point is the personal expectation and permission in the course of organizational operating systematically. The combined sheet of the career plan also link up the targets of work tasks and individual development. In the meantime, the company fits with complete performance appraisal in order to induce and motive employees to set up some targets of individual development combined with work targets that would go deeply into the motivation and be lasting of work targets for employees. In this way, the employees will both give consideration to the performance in the personal and company. A semiconductor company, the study case of the thesis, experienced organizational regroup many times. The study focused on the different organizational types, the model of managerial operation, and the positive and negative influences on the organizational efficacy and internal control. The study in the aspect of organizational structure and changing management was involved deeply, and the environment and strategies was also described to some extent. The procedure of this study was mainly through the interview and review on the relevant reference documents related to the subject of organizational structure and changing management, meantime to have a better understanding on the development of regroup in the company for further analysis and presenting the proposal to the company, and expect to establish a valuable managerial model of organization change to improve the defects of organizational management, and to be applied in the progress of plan and management for reference.

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In recent years, the business world is a fast moving and rapidly changing economical environment. From the practices of Human Resource management, it is an issue that many business organizations have lots of interests in how to maintain their competitive workforces, effectively reduce turnover, and to minimize the training cost. As we all are aware that Human Resource Management department is recognized as one of business partners in the organization. We deploy the limited resources provided to the critical activity of Human Resource Management, to elevate job satisfaction and to remain the employees in company. The research is focus on exploring the effects of Human Resource Management practices on job satisfaction and retention. And also discuss the mediating effects of job satisfaction between the Human Resource Management practices and retention. The results indicated that (1) The Human Resource Management practices will improve job satisfaction. (2) Job satisfaction will advance the intention to retain of the employees. (3) The implementation results of the Human Resource Management practices will advance the intention to retain of the employees. (4) Job satisfaction does have mediating impact on some Human Resource Management practices and the intention to retain of the employees.

Abstract ¡@The research is to find factors influencing HR departments¡¦ strategic involvement in organizational decision making process and understand their effects. This research included the cognitions of HR department and other departments in an organization to test it¡¦s hypotheses. ¡@Questionnaires were issued to enterprises with over 200 employees; 62 dyad questionnaires were issued, and 51 ones returned and were all valid. With statistical analysis including paired-sample t-test, one-way ANOVA and regression, we attempted to examine whether the strategic involvement of HR department is affected by HR services provided, strategic function of HR department, HR service quality and expectations of the other departments toward HR department. ¡@After the empirical analysis, we got the conclusions as follows: 1.The cognitions of HR department strategic involvement between HR department and other departments have a positive relationship. 2.HR services provided by HR department have positive impacts on its strategic involvement. 3.Strategic function of HR department has positive impacts on its strategic involvement. 4.HR service quality has positive impacts on the HR department¡¦s strategic involvement. 5.Expectations from other departments to HR department have insignificant discrepancy on HR department¡¦s strategic involvement. 6.Position level of HR head have insignificant impacts on HR department¡¦s strategic involvement.

<p> River-associated birds may be valuable indicators of environmental change in riverine ecosystems because they are predators of fishes and therefore often top predators in the aquatic food web. To evaluate the likely scope of one form of change - river restoration through dam removal and the expected return of abundant diadromous fish prey - we: 1) developed an appropriate river bird survey protocol; 2) documented the relative importance of sea-run fish in the diet of four river bird species, bald eagle (<i>Haliaeetus leucocephalus</i>), osprey (<i>Pandion haliaetus</i>), belted kingfisher (<i>Megaceryle alcyon</i>), and tree swallow (<i> Tachycineta bicolor</i>); 3) documented nest distribution and brood size of osprey; and 4) investigated the relationships between river bird abundance and various habitat parameters. We expect these measures will reflect changes to the river system post-dam removal as diadromous fish populations recover, proliferate, and integrate into the food web. Based on species accumulation curves and first-order Jacknifes, we concluded that biweekly or triweekly I5 minute surveys are sufficient to meet our objectives. Within the Penobscot River, stable isotope analysis of river bird diets indicated that marine nutrients are consumed by bald eagle, osprey, and belted kingfishers that reside below the lowermost dam, but not tree swallows. Despite greater connectivity for and abundance of spawning diadromous fishes (particularly river herring), in the Kennebec and Sebasticook Rivers as compare to the Penobscot River, osprey brood size was not significantly larger. We suspect other factors such as competition with bald eagles may be limiting the benefit of large river herring runs to nesting osprey. Finally, an ordination of 26 river bird species and 5 single-species (invertivore - spotted sandpiper, piscivore - osprey; piscivore - bald eagle; insectivore - tree Swallow; and omnivore - American black duck) generalized linear models, I revealed associations between estimated species abundance and water flow, water level, distance from the river mouth (river kilometer), site position in relation to a dam (e.g. above, below, or not at a dam), and adjacent land cover composition.</p>

<p> This contextual essay provides a full description of The Smokey Generation, an applied thesis project designed around creating an interactive website that collects and presents oral histories and digital stories of current and past wildland firefighters, with an initial focus on hotshots (i.e., specific teams of wildland firefighters notable for their high level of training and experience). The framework of the website is intentionally designed to influence the public perception of wildland fire to better support and align with its necessary ecological role. For this project, I analyzed stories collected during 36 interviews of current and past hotshots, using literary analysis techniques to determine the following: What tropes and schemes do hotshots most commonly use when describing fire in the environment and what meanings and values are revealed through those figures of speech? In addition to identifying tropes and schemes used in the collected stories, I compared the meanings and values put forward by those figures of speech with how the firefighters view the role of fire in the environment. My analysis revealed a disconnect, showing casual use of antagonistic figures of speech to describe wildland fires and firefighting actions; this, despite the interviewees&rsquo; actual beliefs about the role of fire in the environment, which indicate an understanding and appreciation of wildland fire, particularly the importance of using fire to restore healthy ecosystems, and a desire to be able to better use fire as a land management tool. To conclude, I discuss how I approached framing and presenting those findings on the website in order to develop a richer, more meaningful conversation around wildland fire through the use of digital storytelling and oral history. The project website can be found at: http://thesmokeygeneration.com. </p>

<p> Issues around sustainably managing freshwater resources are one of the most challenging and timely issues affecting the globe. In response to rising social and ecological complexities, decision makers are faced with designing new policies and programs to effectively govern water resources. This shift towards new freshwater resource management approaches is in line with recent movement toward incentive-based mechanisms such as &ldquo;Investments in Watershed Services&rdquo; (IWS). The western United States contains one of the most concentrated IWS populations, in a time when population growth, intensifying land uses, and climate-induced environmental changes are stressing ecological systems in the region. My dissertation focuses on understanding this new arena of environmental governance aimed at freshwater conservation in the US West. Through three sets of data and analytical lenses I explore: the characterization of this new arena of governance, what led to its recent and significant growth, and what changes have occurred with respect to how such water resources were traditionally governed. I employ a mixed methods approach, using quantitative approaches to characterize the study population and temporal changes, and qualitative approaches to dive deeper into understanding specific phenomena. First, I improve understanding of IWS as an institution, and demonstrate the importance of dynamics between institutional factors for external context, program structure, and other related analytical domains in shaping how PWS is applied to water resources challenges globally. Through an institutional analysis of IWS and the use of cluster analysis to group programs around buyer types and management actions, I highlight the role of government, influence of geographic context, and role of both regional and local conditions in shaping IWS design and structure. Second, I demonstrate that government actors are essential to IWS in the region, expanding beyond existing regulations and traditional roles. This exploration of the role of government within adaptive governance shows the evolving and expanding role of government over time, from federal regulations driving early water quality management, then state legislation driving water quantity programs, and more recently, federal agencies partnering on local water source protection efforts. Third, I show how key individuals and organizations create voluntary IWS in response to risk, aligning policies, politics and problems into solution framing, which suggests policy process theories more explicitly consider social-ecological complexities. These programs constitute the most recent expansion of IWS in the US West, and applying a policy process theory sheds light into the formation of the IWS, and the political, economic, ecological and social components that aligned to make the programs possible. My research shows this new arena of environmental governance as adaptive, place and problem-based, learning and collaboration-focused, accepting of uncertainty, and containing nimble and adaptive government across scale. My work also creates a baseline of IWS in the region, and identifies areas for future research as IWS matures over time.</p>

Common Future Way (CFW) is an international training program initiated by Iveco, a subsidiary of Fiat Industrial. By examining each module of this program – recruiting, employment terms and liabilities, training process, post training positioning, compensation and career development – this paper will explain how multiple factors due to the cultural differences between Eastern and Western societies affect new Chinese employees in an Italian-Chinese joint venture in a negative way. Recommendations on how to improve new employee retention under this international context will be given at the end. / text