元智大學
教學卓越計畫
學生國際與兩岸交流獎助學金心得報告
填寫日期：103
姓名
謝孟橋
學號
系所
經營管理碩士班
年級
內容
6 月 3 日
（請承辦單位代為填寫）
計畫編號/名稱
研修學校/
交流地點
年
美國明尼蘇達大學教育與人力
研修/交流日期
發展學院
(實際出發、回國時間)
□ 修 習 雙 聯 學 位
3
102/8/20;103/9
□ 修 習 學 分 課 程 ( 交 換 ) ☐ 短 期 國 際 交 流
1. 緣起
It’s always been one of my dreams to study abroad, the school of Yuan Ze provide this
awesome opportunity for students to apply for dual degree. Also, I’m interesting in
HRD, Marketing, consumer behavior and those management related issues. This
project will not only help me to broaden my global vision but improving my abilities
for the preparation in my future career. Thus, I expect to learn the professional
knowledge in the University of Minnesota and devoted myself to benefit the school or
the society in the future.
2. 研修學校/交流地點簡介
心得報告
The University of Minnesota, Twin Cities (UMTC), is among the largest public
research universities in the country, offering undergraduate, graduate, and professional
students a multitude of opportunities for study and research. Located at the heart of
one of the nation’s most vibrant, diverse metropolitan communities, students on the
campuses in Minneapolis and St. Paul benefit from extensive partnerships with
world-renowned health centers, international corporations, government agencies, and
arts, nonprofit, and public service organizations.
The Department of Organizational Leadership, Policy, and Development is a leader in
advancing knowledge about educational and organizational change in local, national,
and international contexts. Our research, teaching, and outreach reflect a commitment
to interdisciplinary and intercultural engagement with educators, scholars, and policy
makers seeking to enhance leadership, policy, and development around the globe.
The master of education (M.Ed.)/professional studies program in human resource
development (HRD) focuses on training of human resources and organizational
change issues. This graduate-level, practitioner-based program can be tailored to
meet the needs of individual students.
With the guidance of their advisers, students select 34 semester credits of work,
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which can include courses, internships, and independent study. Program
requirements include a minimum of 25 credits in the department. A maximum of 6
credits in field-based projects, problems courses, independent study, and
internships may be used in the program.
Courses at the University of Minnesota campus are offered at a variety of times,
including late afternoons and evenings. Students may also enroll in courses offered
during the summer and at off-campus sites.
3. 國外研修/交流之課程學習(課內)
Since employees are organization’s assets that contribute themselves and generate
profit for its sustainability, to recruit talented people can be the first priority for
organization. HR department plays the main character of hiring talent people and
keeps them within organization. Recently a commentary from Chris Griffiths at THE
GLOBE AND MAIL, “Getting good at dismissals. It sounds a little sadistic, but
keeping the wrong person in a position in a company is not good for the other staff, the
business or the employee.” An organization recruit workers, which can’t fit in but cost
extra expense that need other to take over their jobs and cause this non-efficiency
organization hard to retain talent workers at the same time. But what’s the strategic
role of HR should be to support the organization by recruiting and retaining employees
would be discuss in the following paragraph.
The CEO, James Goodnight, recognizes that in a knowledge intensive business, if you
can hire and retain the best people, the other results will follow. This means HRD
practitioners are responsible to assist in recruiting right person and put them into
proper positions that align with the organization’s strategies. On the other hand, by
recruiting higher competence level employees can not only cost organization less, but
also help the organization to increase productivity, better performance and retention of
talented employees. Whilst organization wants to keep talent employees have to
provide professional training when they needed, which let them feel that organization
pay attention of talent management to satisfy employees for the potential of
professional development. However, as for upper level management they usually think
performance or efficient is more importantly than the real improvement that the
organization or employees need. Whitney cited a chief human resources officer said
“I’ve had some chief learning officers who were so focused on being the best or what
other companies are doing, benchmark data, that they’re not targeting the strategies
specific to our business.” That is organization didn’t realize how does human capital
influence from process to the result. Likewise, take marketing as an example when
companies define their business improperly or too narrowly they might behavior of
marketing myopia.
Since HR practices have been aware for decades, it started to be part of a strategic
partner within the organization. The strategies of recruiting and retaining can’t only
focus on those talent people, because people is wiser and they want to get into the
company that they think its good or they might have opportunities to create value for
the company. That is to attract potential customers to buy your products or to work as
strategic alliances. The concept of integrating marketing into recruiting processes can
be a value-added strategy that job as a product; recruitment as marketing and sales;
retention as customer service. On the other hand, the human capital builds up the
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organization’s competitive advantages that strengthen the relationship between
organization’s strategies and itself. To maximize the return on invest of recruiting and
retaining talent people, both HRD and HRM benefit each other on different aspect. For
HRM, they use marketing strategies to attract or more specifically they recruit talent
people into the organization for better performance. For HRD, based on the strategies
from HRM or the organization’s statement they provide training and development to
support individuals from learning to strategic level.
There has been much discussion of the gap between HRD theory and practices in the
class. However, Ruona argued that to close gaps, scholars in HRD should not only
keep updating their knowledge by hands-on activities in organizations but also
understand industry’s needs. In other words, for HRD practitioners, it is much better to
understand the theory and address it in real practice at the same time. I agree with
Garavan “for HRD to achieve strategic significance, the strategic requirements of the
organization need to be fully understood”. That is, strategic HRD is a holistic concept
that comprises a variety of elements within the organization in order to achieve its
goals.
4. 國外研修/交流之生活學習(課外)
Minnesota is always a fun place for outdoor activities. The landscape was just quite
astonishing and the Mississippi river separate the school into banks. We actually went
to a lot of place whenever we were available. I’ve been to Mall of America to do some
shopping and also in some premium outlet. And also we ate a lot of American food,
which was really tasty and we hang out with friends. School life is always interesting
and fun compare to work.
My friends and I went to some small old town near our school, like Red Wings, Still
water and Duluth. Red Wing is a city in Goodhue County, Minnesota, United States,
on the Mississippi River. The population was 16,459 at the 2010 census. It is the
county seat of Goodhue County.
The National Trust for Historic Preservation placed Red Wing on its 2008 distinctive
destinations list, which adds twelve communities annually nationwide. Red Wing was
added for its "impressive architecture and enviable natural environment.
Stillwater is a popular day trip for tourists from the Twin Cities, who enjoy the historic
downtown's used bookstores, antique shops, restaurants, bed and breakfasts, historical
sites and the scenic St. Croix River valley.
Duluth is a seaport city in the U.S. state of Minnesota and is the county seat of Saint
Louis County. The fifth-largest city in Minnesota, Duluth has a population of
86,128. Duluth is the second-largest city on Lake Superior's shores, after Thunder
Bay, Ontario in its Canadian border, and has the largest metropolitan area on the Lake.
The Duluth MSA had a population of 279,771 in 2010, the second largest in
Minnesota. The combined urban population of Duluth and its adjacent communities —
including Proctor, Hermantown, and Superior, Wisconsin — totals over 131,000,
based on 2010 census figures. Duluth forms a metropolitan area with Superior called
the Twin Ports. The cities share the Duluth–Superior harbor and together are the Great
Lakes' largest port transporting coal, iron ore (taconite), and grain. A
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tourist destination
for
the Midwest,
Duluth
features
America's
only
all-freshwater aquarium, the Great Lakes Aquarium; the Aerial Lift Bridge, which
spans the Duluth Ship Canal into the Duluth–Superior Harbor; and Minnesota
Point (known locally as Park Point), one of the world's longest freshwater baymouth
bars, spanning 6 miles (9.7 km). The city is also the starting point for vehicle trips
along Minnesota's North Shore.
5.研修/交流之具體效益
According to both human resource development (HRD) magazines and HRD academic
programs listed “strategic HRD” as a top 10 topic, addressed in articles published from
2009-2012. That is, scholars and practitioners take strategic HRD as a critical issue,
which helps to bridge the theory-practice gap. However, to make HRD become more
strategic there might have some actions, and concept needs to be applied. To keep the
organization competitive, the most important resource is human capital or human
resources that organization should put more effort on. There are some articles proved
that HR become a strategic partner or get involve to the strategic level in management
of the organization actually generate better performance or higher quality of
production. The strategic level of human resources practices has been developed
mature nowadays that it’s hard to make a distinction between the management and
development part. Because, both HRD and HRM are complementary within the
organization to help it become even better. Therefore, the organization should develop
systems or structure to not only reinforce its competencies, but also synergize HR
department that align with its strategies as a whole. Also, the war of talent
management is why recruiting and retaining talent employees becomes more
importantly that organization needs human capital fight to survive. Due to the
organization have strong competitive advantages, it can attract more talent people to
work for them, meanwhile the organization provides the training and development
programs to support employees career development for greatness.
I think that whenever organizations or companies are facing an issue that need be
solved, they will try to discuss those problems with their top managers. However, most
of them will hire external consultant to help them. The SCM Model seems more likely
as a combination of qualitative and quantitative research. It will follow up the
respondent’s experience of the training program, which can help the company
recognize and recall the problem within the organization. The importance of each
training program is to not only help individual but also organization to improve them
and work more efficiently. However, the results of the evaluation often depress the
managerial level. Because, not all of them take the training program seriously or think
that would help them. I would try to apply this perspective whenever employees are
not quite engaged in the training program or feel lack of motivation.
It’s known that the HRD can be multi-function within organization. Basically, HRD
focus on training and development, but I think it’s hard to let people learn or get
trained if they don’t think that is needed or helpful. However, the articles gave us a
concept map or more likely a notion of the importance how human beings and
environment change will lead us into different direction. From history, we can know
that what skills we could use to improve or solve the problems more accurately. More
importantly, I think nowadays trainer will try to use the latest tools or methods to
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develop training programs, however we forget that educate workers and let them
implement skills to improve weakness are different. That is technique or skills can be
learned but mind can hardly be changed. In order to apply the concept from the article,
I think it’s better to help employees to realize performance seems success right away
but learning is forever.
As a scholar once said “ training is for dogs and cats, human beings learn”. That is we
have to change or mind when we once get an opportunity to teach, we shouldn’t think
we are training people, we are as a mentor try to make them realize the valuable of
learning. That’s also part of a reason that I’m here to learn something, which was not
familiar with me. I’ve always believed that we can still learn or get some useful
concept from each person, faculty, group and organization. Basically, students here in
the course are mostly adult and we think differently with each topic. However, to
accept others opinion and then digest it critically is more important than just receiving
it. I’ve learned that Human resources can be really complicated within a broad area.
However, in the HRD aspect, we not only need to consider more on human but also
should have the abilities of problem solving and decision-making. Furthermore, they
can keep talent people within the organization and take advantage of their value that
both individual and organization get the benefit. That would be a strategies success to
create a win-win situation.
6.感想與建議
As a professional, I would adjust training and development depends on where am I.
It is like the difference of national culture would attribute how students understand
the instructors. Luckily, I am a Taiwanese in the United States to receive adult
education. I think that culture is definitely one of an issues that how people take
differently from the instructors or from classmates. However, one thing that will
never change is we can learn form other’s culture, but at the same time we have to
respect them as well.
Looking back to the whole semester, I’ve learned a lot from Professor and
classmates. As long as this is my second semester, in the University of Minnesota, I
still feel overwhelming by lots thing. Because I have already studied business
administration in my undergraduate and business and service science in my
graduate. Before I came here to enroll a dual degree program, I thought Human
Resource Development were somehow like management. However, I realize that
human resource can be categorizing into HRD, HRM and OD. In HRD we mainly
focus on education, and this course focus on teaching adult. Unfortunately, I don’t
have any working experience or teaching adult. It’s really hard to connect some
lectures in class with real work situation, and I’ve found that my classmates seems
can easily understand the concept or be more participated.
Other interesting things I’ve found that everything, which related to teaching can
finally attribute to training. As a scholar once said “ training is for dogs and cats,
human beings learn”. That’s also part of a reason that I’m here to learn something,
which was not familiar with me. I’ve always believed that we can still learn or get
some useful concept from each person, faculty, group and organization. Basically,
students here in the course are mostly adult and we think differently with each topic.
However, to accept others opinion and then digest it critically is more important than
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just receiving it, because teaching in adulthood can be really complicated. Whereas, in
the HRD aspect, we not only need to consider more on human but also should have the
abilities of problem solving and decision-making.
Overall, I think the courses couldn’t be better and I really enjoy the interaction
between professor and students. I wish it could take much longer. For me, listening
from teacher wasn’t an easy thing, but I can mostly remembered what the teacher
said of some interesting things or jokes they have told. I have seen a study that quite
similar to the learning pyramid, lecture can be the less effective styles for students.
On the other hand, discussion, demonstration or practice by doing is the most
effective ways of letting students learn for unfamiliar knowledge or skills. This
one-year study abroad experience will be the most unforgettable one ever since my
school year, and I really take the lecture, learning activities, and other
complementary resources seriously. Those information and resources are precious;
while most of them were from people’s own experience it is hard to copy from the
textbook or anywhere. University of Minnesota is really a great place for both
academic and industrial practice that students can learn from diverse perspectives
and views. I strong recommend other students can grab these opportunities to benefit
themselves and learn something they will never forget.
活動照片
（請提供解析度 300dpi 以上 JPG 檔照片至少 5 張，且附上每張 30 字內之說明）
The Minnehaha fall, where takes about 10 minutes drive
from the Twin Cities Campus
Target Field, the Major League Baseball team of
Minnesota Twins’s home ground
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Walker art center; Sculpture Garden, this art center
usually held some urban arts exhibition
East bank University of Minnesota, snow scene in the
winter
Stillwater, the old town style pedestrian sidewalk
Duluth, the seaport in the north of Minnesota
計畫主持人
簽
名
撰寫人
簽 名
謝孟橋
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