An Introduction to Human Resource Development in Taiwan, R.O.C. = Jong Hwa Min Gwo Ren Li Tz Yuan Fa Jaan Jyan Jieh.

Autor/inn/en	Lee, Lung-Sheng; Chen, Ya-Yan
Titel	An Introduction to Human Resource Development in Taiwan, R.O.C. = Jong Hwa Min Gwo Ren Li Tz Yuan Fa Jaan Jyan Jieh.
Quelle	(1998), (12 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch; chinesisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Adult Education; Chinese; Educational History; Foreign Countries; Human Resources; Industry; Job Training; Labor Force Development; Postsecondary Education; School Business Relationship; Vocational Education; Taiwan + Suchen Sie Ihr Suchwort? Adult; Adults; Education; Adult basic education; Adult training; Erwachsenenbildung; China; Chinesen; History of education; Bildungsgeschichte; Ausland; Humankapital; Industrie; Berufsqualifizierender Bildungsgang; Arbeitskräftebestand; Post-secondary education; Tertiäre Bildung; Ausbildung; Berufsbildung
Abstract	In Taiwan, human resource development (HRD) is defined as the systematic education, training, and development employers provide for their employees as well as organizational development for corporations. A history of HRD development indicates that in the 1960s, the government began to implement planning measures for HRD in business and industry; in 1972, the Vocational Training Funding Regulation acknowledged enterprise responsibility for work force training; and in 1983, the Vocational Training Act specified that vocational training referred to both preservice and inservice training. Large enterprises tend to be more concerned about HRD than small and medium-sized businesses. However, there is a shortage of training professionals and there is not a high level of interest in or satisfaction among policymakers, employers, and employees. Small and medium-sized enterprises tend to hold a positive attitude toward training but are restricted by their inherent limitations. HRD must confront such external and internal influences as the following: internationalization of HRD; aging of the population; rising proportion of women; employee evaluation emphasizing personality, accountability, competency, and interpersonal relations; and changes in working content and style. Enterprise and HRD specialists must apply continuous efforts in these areas: setting up a comprehensive HRD system; drawing up an HRD policy for businesses; and strengthening training for HRD professionals. (YLB)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC