《112-2 GHRM608》 Brew a Better World: Heineken's HR Innovator Drives Tomorrow's Success!

On March 29th, 2024, the Human Resource Competency Development course at GHRM MBA had the honor of hosting Erica Sun, HR Director at Heineken Taiwan, as a guest speaker. The course, led by Professors Chen Shyh-Jer and Heidi Chang, provided an insightful session on Human Resource Competency Development in practices. Erica, a graduate of the Institute of HRM at NSYSU, brings over 20 years of industrial experience in HR across Taiwan, South Korea, and the United States. She has a rich background in people development, organizational development, culture transformation, and coaching.

The session began with a fascinating overview of the history and significance of beer, the world's oldest and most widely consumed alcoholic drink, with over 140 styles to choose from. Erica highlighted how beer had been a companion to various cuisines globally, enhancing flavors and experiences. Transitioning to Heineken, Erica shared key facts about the company, including its status as the number one brewer in Europe and number two globally. With a presence in over 190 countries, Heineken boasts a diverse portfolio of over 350 international and local beer and cider brands. Despite challenges in 2023, the company has shown resilience and progress in its EverGreen priorities, focusing on revenue growth and sustainable value creation.

Erica emphasized Heineken's purpose, which is to bring people together and create joyful experiences through its brands. The company's values include a passion for customers and consumers, courage to pioneer, care for people and the planet, and enjoyment of life. Heineken's commitment to sustainability was highlighted, with initiatives such as carbon reduction, water balancing programs, and partnerships to address alcohol-related harm. The company also places a strong focus on diversity, equity, and inclusion, with 28% of women in senior leadership roles.

Turning to Heineken Taiwan, Erica provided an overview of the company, which was founded in 2002 and has over 250 employees. She highlighted the recent acquisition of Neipu Brewery in Pingtung, showcasing Heineken Taiwan's growth and commitment to the Taiwanese market. The session delved into the importance of the People Function in enabling business success, especially in a rapidly changing landscape. Erica emphasized the need for HR to adapt to the future of work, which includes changes in organizational management, the workforce, and ways of getting work done. She highlighted the role of digitalization and the importance of upskilling and digital dexterity in the modern workplace.

The People Function Competencies Framework was introduced as a tool to guide talent acquisition, learning and development, career mapping, performance management, talent management, and succession planning. Erica emphasized the importance of embedding competencies in job descriptions, offering relevant learning curricula, and aligning performance reviews with competency levels.

Furthermore, she introduced the 70:20:10 model, emphasizing its role in achieving Personal Development Plan (PDP) SMART Objectives. This model advocates for 70% of learning through experience, including new responsibilities and challenges; 20% through others, such as experts and role models; and 10% through formal training like workshops and e-learning. Erica engaged the students in discussions, encouraging them to think deeply about how to apply this model to their own learning and development. This interactive exercise provided valuable insights into effective learning approaches in human resource management.

In conclusion, Erica shared valuable advice on work-life balance, building agility, and knowing one's passion. Her session provided students with a comprehensive understanding of HR competency development in a dynamic and evolving business environment. The class expressed deep appreciation for Erica's insights and practical wisdom, which will undoubtedly benefit them in their future HR roles

《112-2 GHRM608》"Empowering Selection: Insights on Employment Testing & Critical Thinking"

On March 22nd, 2024, the Human Resource Competency Development course at GHRM MBA, led by Prof. Chen Shyh-Jer and Prof. Heidi Chang, was honored to host NSYSU Assistant Professor Shin-I (Sophie) Shih, a prominent specialist in judgment and decision-making as well as positive psychology. Prof. Shih brought a wide range of expertise and experience to the classroom, hoping that it could provide some insights not only from academia but also from the collaboration with the industrial side. Her lecture covered two critical topics: the importance of employment testing and the complex process of developing and validating the Foxconn Critical Thinking Test.

At the beginning of the speech, in discussing the concepts of employment testing, Professor Shih emphasized the importance of evaluating the quality of a test in the context of employee selection. She highlighted that while interviews use structured questions to ensure consistency across candidates, tests require good reliability and validity measures. Reliability, referring to the consistency of measurement of an attribute, ensures that a test provides consistent scores to represent that attribute. Prof. Shih noted that perfect reliability is rarely achieved due to measurement errors, highlighting the need for reliability to be a matter of degree. Validity, on the other hand, measures the degree to which a test accurately measures the intended attribute. She emphasized that judgment of validity is based on gathering data and evidence to assess the accuracy of measurement and prediction, such as whether a test can predict future job success. She reiterated the importance of the quality of measures, emphasizing reliability for consistency and validity for accuracy in both measurement and prediction.

Furthermore, Prof. Shih introduced the Foxconn Critical Thinking Test, a significant project spearheaded by Prof. Shih from April 2022 to July 2023, aiming to assess critical thinking abilities in employees. This test is designed to evaluate crucial skills such as recognizing assumptions, evaluating arguments, and drawing conclusions. Prof. Shih emphasized the meticulous process of test development, which includes item writing, revision, pilot testing, and content validation. These steps are essential in ensuring the test's reliability and validity, crucial factors in effective employee selection.

In addition to exploring the complexities of test development, Prof. Shih asked students to consider the effectiveness of psychological tests in evaluating characteristics such as emotional control capacity. She emphasized the necessity of reliability and validity in developing tests that appropriately assess these subtle characteristics. Prof. Shih illustrated this point by presenting a scenario where HR professionals were tasked with selecting employees with good emotional control abilities. This example underscored the challenges of designing tests that accurately measure such attributes and emphasized the need for careful consideration of test items and their relevance to the desired trait.

Throughout the lecture, Prof. Shih emphasized the role of expertise in addressing real-world business challenges. She stressed the importance of understanding industry needs and aligning test development with organizational goals. By sharing her experiences in test development and validation, Prof. Shih provided students with valuable insights into enhancing employee selection through psychometric testing. Her speech demonstrated her experience and practical knowledge, making a lasting impression on students' understanding of the process of developing an employment test from the initial stages.

《112-2 GHRM608》The Art and Science of Social Influence and its Application

On March 15th, 2024, the Human Resource Competency Development course at GHRM MBA welcomed Dr. David Ahlstrom, Professor of Management from CUHK Business School. Dr. Ahlstrom led a captivating discussion on social influence, delving into key concepts such as influence research, decision-making shortcuts, and the six principles of influence. The session provided students with valuable insights into the art and science of persuasion, highlighting the importance of these principles in effective leadership.

The session started with a deep dive into the realm of influence research, shedding light on the underlying mechanisms of persuasion. It was emphasized that while influencers may attempt to change people's behavior, consumers often follow influencers because they want to buy things, illustrating the power of influence in consumer decision-making.

A key highlight of the session was the discussion on the six principles of influence, which are foundational to effective persuasion. These principles, including reciprocation, consensus (social proof), scarcity, liking, consistency/commitment, and authority, were elucidated as the essence of great leadership, as they enable leaders to instill belief and inspire action in others.

Dr. David went on to say that exceptional leaders succeed not because they are charismatic, but because they know how to apply these influencing principles effectively. This underscores the importance of understanding and leveraging these principles to enhance leadership effectiveness.

Furthermore, to highlight the practical application of these principles, a fascinating case study on Alpecin caffeinated shampoo was provided. It demonstrated how the brand strategically applied influence concepts to attract its target audience. By portraying itself as a "from Germany" product supported by science and engineering, the brand created authority and credibility, resulting in enhanced consumer trust and social proof as proven by the product's appeal and scarcity.

The course also looked at the mechanics of group decision-making, using the Zimbardo experiment to show how people tend to conform to group behavior, which can lead to inaction in the face of an emergency. The concept of a "devil's advocate" was proposed as an important tool for countering groupthink and encouraging critical thinking within groups.

Dr. Ahlstrom next proved the power of words by showing them a brief video clip of Santa Claus giving a gift to children and asking them to pick between a large chocolate and a small chocolate. The power of language in affecting behavior was demonstrated by a simple adjustment in question framing in the "giver or receiver" experiment, in which asking children what gift they wanted to "give" resulted in a stronger preference for the smaller bear. Dr. David emphasized the value of giving and how it might positively influence others.

Overall, the session provided a comprehensive understanding of the art and science of social influence, equipping students with valuable insights and strategies to navigate and leverage influence principles effectively in their personal and professional lives. The class highly appreciated Dr. Ahlstrom’s insightful perspectives. made for a truly enriching and enlightening learning experience for all participants.

《112-2 GHRM608》Beyond Fixed Thinking: Embracing Growth Mindset for Business Success

On Friday, March 8th, 2024, in a session of the Human Resource Competency Development course at GHRM MBA, Professors Chen Shyh-Jer and Heidi Chang, along with guest lecturer Ms. Liao Pei Chun from a global company in Operational Technology Industry, explored the intriguing concept of growth mindset in business. Ms. Liao, an NSYSU Human Resource Management MBA alumna, shared her practical insights from working in the HR Learning and Development program, offering a unique practitioner's perspective on the topic.

The session began with an exploration of psychologist Carol Dweck's research on growth mindset. Attendees gained a clear understanding of the differences between growth mindset and fixed mindset, especially in how individuals respond to learning new things, facing challenges or failures, and receiving feedback. This foundational knowledge set the stage for deeper discussions on the implications of mindset in business settings.

A key takeaway from the session was the importance of evaluating one's work, not oneself. This shift in perspective can lead to a more constructive approach to personal and professional development. To illustrate this point, students engaged in an exercise where they drew a scientifically accurate butterfly. This activity symbolized the idea of transformation and encouraged participants to reflect on how they can improve themselves and their work.

Another engaging activity involved partners counting to three and, if a mistake was made, saying "Oh yeah" with their hands up. This lighthearted exercise reinforced the idea that mistakes are a natural part of growth and should be embraced rather than feared.

During the Q&A session, students explored practical strategies for assessing a company's mindset. One insightful question asked how to check if a company has a growth mindset. The answer highlighted the importance of observing how the company reacts to employee mistakes, as it reflects the organization's overall culture.

In conclusion, the session left participants with a renewed sense of empowerment to embrace challenges and failures as opportunities for growth. By actively seeking feedback and challenging themselves, students learned that failure is not something to be avoided but rather embraced as a stepping stone to success.

The attendees of the course were captivated by Ms. Liao Pei Chun's engaging lecture, which provided valuable insights into the practical application of growth mindset in the business world. Her sharing of real-life examples from her career path as an HR professional sparked lively discussions and left a lasting impression on the students. The class expressed gratitude for Ms. Liao's expertise and recommended the course to others seeking to enhance their understanding of growth mindset in a business context.

《112-2 GHRM608》Unlocking HRBP Success: Strategic HR Tips

On Friday, March 1st, 2024, students of the Human Resource Competency Development class (GHRM MBA), instructed by Professor Chen, Shyh-Jer, and Professor Chang, Heidi, welcomed Tina Cheng from TSMC with a guest lecture on the topic of a closer look at HRBP. Ms. Cheng is currently a Human Resource Business Partner at TSMC with a Master degree in Global Human Resource Management from National Sun Yat-sen University. Her expertise includes full-cycle recruiting and performance management and development, and she has abundant HR experience throughout her career path at INNOLUX and TSMC.

Ms. Cheng began her session by providing a brief introduction to the company and her professional experience. The lecture covered various aspects of HRBP (Human Resource Business Partner) roles and responsibilities, focusing on performance communication, employee evaluation, and management strategies. She prepared case studies for students to have a full understanding of the practices. Through the case studies, she mentioned the importance of HRBP to provide guidance on handling low performance communication, keep records of poor performance, and provide support to help employees develop their strengths.

Then she introduced the performance management process. It involves a structured approach to discussing work performance, addressing employee concerns, and setting expectations for future performance. It emphasizes clear communication, empathy, and active engagement with employees to ensure a productive and supportive interaction. The purpose of the interview was to review work performance in the first half of the year and focus on key points for the second half, while also addressing employee expectations. The communication process involved clearly explaining the assessment results, listening to employee feedback, and providing guidance and support. The agenda included pointing out employee strengths and weaknesses, giving objective evaluations, and determining future directions and resource requirements. Ms. Cheng emphasized the importance of empathy, stress resistance, and effective communication skills for HR professionals.

Along with introducing several roles of HRBP, Ms. Cheng raised an important issue that HRBP often confronts through another case study. It highlighted the challenge of persuading employees to transfer when the manager is unconvinced. She also touched on the topic of labor regulations, business acumen, and stress resistance, emphasizing the need for a comprehensive understanding of these aspects. She mentioned the importance of paying attention to employees' work and family situations, proactively addressing their concerns, and providing solutions. It also suggests considering the company's position from the employees' perspective and finding points of persuasion through daily observation. A professional HRBP not only has to be good at communication, they also need to excel in observation skills.

Toward the end of the sharing, students liked how Ms. Cheng shared with them some tips on what a student could do to prepare for being a qualified HRBP. She shared the insight that the key point to success for HRBP is to believe that they are not just partnering with the business - but are themselves a vital part of the business.

The class enjoyed Ms. Cheng’s lecture and gained more insight into professional HR experience from her sharing about her career path as a HRBP at TSMC. Overall, participants gave positive feedback and had very interactive discussions. The class was grateful to have Ms. Cheng in their class and highly recommended this course.

《111-1 GHRM528 Course Speech》Dr. Elaine Borazon on “Soft Power and Economic Development of the Philippines”

November 10th 
Writer: Du Lin Wen

On the 10th of November 2022, the Organizational Politics class instructed by Dr. Ryan Brading, under the Global Human Resource Management English MBA program, invited Dr. Elaine Borazon from the International Graduate Program for Education and Human Development as a guest speaker to talk about her insight as a Filipino on “Soft power and economic development of Philippines.”

To warm up the class with the topic, Professor Elaine begins by sharing basic geographical knowledge of the Philippines. She demonstrates the country's beauty and the islands' relative location. Followed by the images of the nation, she gradually discloses the historical impacts of Spanish colonialism. The government structure, religion, education, and economy still suffers from problems inherited from the Spanish rulers. For instance, irresponsible political culture and corruption meddling in the church. Apart from the Spanish influence, the Philippines was also occupied by the United States. The culture and language of the US profoundly affected the education system and speaking English has become a trend in the country. 

Dr. Elaine points out that the economy of the Philippines is still in poor condition. Moreover, some problems bring about continuity of poverty, including the rapid growth of the population, the gap between the rich and poor, which interferes with economic expansion, recurrent shocks and disasters in the environment as well as from nature, and most serious of all, the corruption. 

To explicate the political corruption in the Philippines one can understand it on different levels. The first level is the core of the government. The country has a long history of corruption in the government. Due to the framework’s failure in competition among the political parties, personalities and patronage dominate the party environment. In the second level, patronage and cronyism are so prevalent that they also happen in the subsidiary bureaus of the government. In addition, some political elites and business sponsors sabotage fairness in elections and hinder good governance. The third level is corruption in the petty or administrative bureaucracy. Low salaries and complex regulations are the usual norms for civil servants. 

Globalization in the Philippines has effectively impacted the county after the power of the United States. Education has been pushed forward, exporting helps the growth of GDP within the country and even more, international companies have joined the economy. Brands like IKEA, Samsung, and Apple have become essential businesses in Filipinos’ lives. However, while the growth mainly emphasizes agriculture, the lower class still lacks job opportunities.

At the end of her presentation, the students were well aware of the Philippines’ political environment and gained a comprehensive view of the cause and result of the Filipino economy. It is a great honor to have Professor Elaine give such a fascinating presentation with excellent content to the students. We believe the insights will significantly help the students open their vision from diverse perspectives and think independently of the political issues in organizations.

《111-1 GHRM651 Course Speech》Business Culture Strategy in ESG Perspective

Guest speaker: Ms. ELAINE LEE (李婉瑜), Project Manager, Quality & CSR System Division, Corporate Quality Policy Center, PEGATRON Corporation

On Wednesday, November 24th, 2022, Ms. Elaine Lee, Project Manager PEGATRON Corporation visited the Strategic Management class and delivered a talk on "Business Culture Strategy in ESG perspective”. This is an appealing topic in the business strategy domain that attracts both scholars and managers. 

ESG (Environmental, social, and governance) is defined as a business model that emphasizes social responsibility to build long-term financial sustainability and deliver long-term value through effective engagement with all stakeholders. Since all businesses seek profits, but today's investors and shareholders want to see businesses making efforts to make the world a better place as they generate those profits. Therefore, businesses are striving to integrate ESG into their business strategy and routine operations with the development of a business culture strategy for long-term development in the international market. 

Ms. Elaine has almost 20 years of working experience in different positions and more than 10 years abroad working experience in Australia, Indonesia, and Vietnam. Currently, she holds the CSR system manager at PEGATRON Corporation. Therefore, she has a solid background and understanding to share about business strategy from an ESG perspective, especially for corporations working in different countries with diverse cultures. In order to penetrate the foreign market, businesses need to investigate and understand the host country in terms of various aspects including culture. An international business strategy refers to planning and focusing on doing business in a foreign market. By integrating cultural elements in the ESG agenda at different levels and dimensions of business strategy, the company can create competitive advantages and ensure sustainable development. 

In her speech, Ms. Elaine mentioned the business mission, vision, business activity, human capital development, and compliance regulations in the relationship with the business culture with the embeddedness of ESG perspective that associates with each other. She also provided a lot of interesting real cases that she experienced as examples with specific lessons in dealing with challenges stemming from the cultural differences between business culture and local culture as well as overcoming the language barriers. Students proactively engaged in discussions with Ms. Elaine about the topic. Especially, students cared a lot about the issues related to human resource management as their major such as how to work with employees in different cultures, and how to manage and develop employees to become the human capital of the organization based on the forms of business culture in harmonization with local culture. The speech and discussion definitely helped students in the human resource management major have more insights about the interaction among business strategy, human resources management, and culture in the perspective of ESG for sustainable development.

《111-1 GHRM501 Course Speech》 Ocean Alexander Company Visit Organizational Theory and Management | Oct 18, 2022

As students who want to be successful in life, lead and inspire, we seek perfection. We seek someone who motivates us, gives us direction, and shows us what it takes to climb to the top. We are keen to find out more and gain experience. Yes, the classes are a great way to start, but nothing beats the benefit of the real-life experience, seeing tangibly the final product of our effort.

Course instructor, Dr. Heidi Chang, invited the Chairman of Alexander Marine Co., Ltd., Johnny Chueh, to NSYSU as a guest speaker for the Organizational Theory Class. Ocean Alexander is one of the biggest yacht manufacturers in the world and ranked in third place in the global superyacht market. To introduce the students to the business, Mr. Chueh and Dr. Chang arranged a field trip to visit Ocean Alexander’s manufacturing site in Qianzhen District in Kaohsiung. 

The company visit contained everything we could hope for and more – the company tour with the opportunity to step inside the nearly-finished yacht to take a look at one of the final products of this firm. The tour was led by friendly and passionate workers Dephnewen and Jeanie who stuck with us through the whole tour and willingly and passionately answered every question. Followed by a gathering in the meeting room with

Johnny, the CEO of this huge company himself, for a short presentation and a couple of questions from the students.

We split up into two groups for the tour around the factory to get a more intense and convenient experience. We could admire several yachts that were currently under construction, each one of them in a different stage of the process. It was fascinating to see the whole timeline of manufacturing in one moment. We observed the workers during the precise job of shaping raw materials into a magnificent boat while listening to interesting facts about the process.

After the tour, all 35 students reunited in the meeting room for an interactive session with  Johnny Chueh, the CEO of Ocean Alexander. He talked about the start of the firm, the circumstances, the difficulties he faced while taking over the company from his father, and the expansion to the United States of America. Students were fascinated by Johnny, they asked so many questions that, sadly, not everyone had the chance to ask since the time was quite limited. Mr. Johnny answered every question very competently and passionately, and he gained everyone’s attention very easily.

The company visit to Ocean Alexander was one of the most memorable experiences and field trips for our students. Everyone was attracted by Johnny’s openness and down-to-earth willingness to communicate with us like equals. With a little bit of luck, we convinced him to find one more space for us in his very tight and busy schedule to come to visit our class at NSYSU one more time and finish where we left off. I would like to, on behalf of all participants, thank Ocean Alexander for letting us take a look at how they operate, CEO Johnny Chueh, who, despite his incredibly high position at the company, found a way to come see us and exchange knowledge with us, our course instructor Prof. Heidi Chang who accompanied us to the company and arranged this trip for us, and

National Sun Yat-sen University who made this trip possible for us. Thank you kindly, we will never forget you!

It was an incredible field trip! Through this visit, not only did we understand the complicated production process behind the large yacht, but also realize the needed manpower, resources, production cycle time, and so on. We even had the opportunity to visit the top luxury yachts. When we went on the yachts, it was like entering the movie world, and everyone kept saying wow, wow, wow...That was the most impressive part of this field trip. Overall, we were so lucky to have this kind of chance to visit their factory and see the production process in person.

– Jenny Lin, 1st-year GHRM MBA student

For me, the best part of the trip was meeting the CEO of Ocean Alexander. He is as inspiring and interesting as the people I’ve read about in books. He articulates all of his ideas with such precision and knowledge that I couldn’t help but listen to every word that he was saying. Hands down, one of the most intellectual people I’ve met this semester.

– Ishali Dawoodani, 2nd-year IBMBA student

This field trip was the most inspiring and interesting field trip I have had. Visiting the production halls and being able to go on the yacht in the end, and see the finished product was very inspiring. In addition, the presentation of the CEO gave us a deep and different view of an organization and the processes behind it. I appreciate that he spent his valuable time presenting his company and answering every question.

– Lennard Knorr, an exchange student from Germany

《111-1_GHRM503》Impact of the Implementation of a New Cleaning Procedure and the Effect of HRM on Infection Prevention in a Burn Unit of a Hospitall

On the 21st of October 2022, the Human Resource Management (HRM) class conducted by Professor François, under the Global Human Resource Management English MBA program, invited Dr. Alex Vanderstraeten from the Ghent University (Belgium), Faculty of Economics and Business Administration, as a guest speaker to talk about his research on “Impact of the Implementation of a New Cleaning Procedure and the Effect of HRM on Infection Prevention in a Burn Unit of a Hospital – Dead or Alive, The crucial Role of HRM in Saving Lives in a Hospital”.

Warming up the class with a quick introduction of his background, Professor Alex currently holds a Ph.D. in Sociology and two master’s degrees in Philosophy and Sociology. As someone who has been in the education industry for decades, He has taught several courses in both bachelor’s programs and master’s programs, such as Sociology, Introduction to HRM, Strategic HRM, International HRM, and HRM Metrics.

Professor Alex conducted his research in a hospital that focused on cleaning procedures performed by the doctor specialists, nurses, and cleaning staff. He adopted a similar concept to scientific management, with the process broken into four different stages of interventions, consisting of individual feedback, team-level feedback, etc., using UV marker and checking bacterial cultures as a means of measurement.

For students who aim to become HR professionals in the future, Professor Alex strongly encouraged them to have at least a basic understanding of statistics. As an HR professional, there will come a time when you have to look into a huge amount of data and perform a certain degree of data analytics to draw insights for management reporting. Through the use of analytics, you will be able to support your findings with something concrete, for example, the analysis of the effectiveness of training results on performance to your management, especially in a highly profit-driven work environment.

Raising an interesting question for the students, which is more important, money or health? Professor Alex shared that most of the current management research focused heavily on money. Through their research, it was found that money, or tangible rewards, has a diminishing return on employees. Money may be an important factor, but it starts to lose its effect on employees once they reach a certain level. This is when health, or issues like work-life balance, comes into the picture, especially in developing employee retention strategies.

Concluding his sharing, Professor Alex mentioned that he hopes the students’ takeaway from his sharing is that HRM is more than profit-making. Throughout his years of research, many of his findings point towards communication between the management and the employees, being the key to developing a successful and sustainable HRM. Instead of focusing on just performance and returns from investments like employee training results, HR needs to go beyond KPIs and dig deeper to see if there are any underlying issues, such as communication breakdown that may lead to poor employee performance.

《111-1_GHRM502》Making HRM sustainable: Prioritizing employee well-being over profit

On the 17th of October 2022, the Organizational Behavior Class conducted by Professor Jason Huang, under the Global Human Resource Management MBA program, invited Dr. Alex Vanderstraeten from Ghent University, Belgium, as a guest speaker to talk about “Sustainable HRM”.

Warming up the class, Professor Alex raised a question, “What is the role of Human Resource Management in organizations?” He offered us the idea that the primary role of human resources is to “obtain good results for the organization”, and raising profits is secondary. Regarding how to bring positive results to the organization, the most obvious thing is "job performance", which reflects the productivity of employees and is the most crucial element to bring positive results to the company. Some key factors could affect employee job performance. It includes leadership ability, management style, highly skilled employees, highly professional employees, etc. In addition, employee wellness is one of the goals of Sustainable Human resources. Whether it's employees' physical health or mental state, it affects the organization at every level. Professor Alex also emphasized that promoting employee health is also the responsibility of human resources managers. From a traditional perspective, safety management and health insurance can be the basis for supporting employee health, but from a sustainability perspective, additional new policies or activities can be designed to promote employee health, such as: providing healthy snacks to employees during break times, setting up a sports center, purchasing ergonomic equipment to create a comfortable work environment, and holding fat loss competition to encourage employees to control their body image.

After the lecture, the students also actively seized the opportunity to ask questions to the professor. One of the students, Bertille, a French student studying for a master's degree in GHRM MBA, mentioned that in the professor's lecture, he talked about Google's work ecology as an example. Sustainable Human Resource Management must be based on "creating connections" so that employees can see the organization as a "Big family". As a result, Google has set up leisure facilities such as table tennis for employees to use so that they can achieve self-management and balance between work and leisure.

However, this is not the case in France. In France, companies that usually set up such favorable welfare conditions are usually startup companies, to attract more employees to apply for the job, which also implies that the company may give employees an excessive workload and infer that the company would be more pedantic and have an unhealthy ecology. The French people must avoid such companies as much as possible. The professor explained that it is usually difficult for companies operating in such a management style to survive today because, in the era of the information explosion, employees can use some new technology tools or platforms to share their actual work experience and give a warning to those who are interested in applying for the job to prevent window dressing by the organization.

Another question was asked by Stephanie Liu, a master's degree student at GHRM. In Sustainable HRM, it emphasizes the need to pay more attention to the physical and mental health of employees and to provide more sports and recreational facilities in the office. It fits into the organization which has employees of Theory Y (have a high sense of self-management, employee engagement, and achieve work-life balance.) However, as the professor said, the young people of Generation Z nowadays are more likely to have a passive work mentality and do not want to do more than the work requires, which tends to be like the employees of Theory X. Wouldn't this action of Sustainable HRM lead to a decrease in productivity?

To answer this question, Professor Alex first mentioned that no matter what kind of employee you are, when you work more than 10 hours, your productivity will be lower than when you work seven hours. Because there is a limitation on employees’ concentration. You could imagine the concentration line as a parabola, when the concentration reaches its peak, the subsequent concentration and productivity will only continue to fall off. Therefore, when implementing Sustainable HRM, companies should be more result-oriented and evaluate their employees by their results rather than by the length of their work. As long as the employee can produce the results the company needs, then there is no need to judge how and where the employees are doing their jobs, which is a more efficient management method.

After this presentation, the students had a better understanding of Sustainable Human Resource Management and a deeper insight into the current management trends. It is a great honor to have Professor Alex come all the way from Belgium to the Business Administration to give such a lively and exciting presentation and Q&A to the students. We believe these processes will be a great help to the students in their future careers in Human Resource Management.

《111-1_GHRM531》Journey from the Railways to Sustainable Transportation Research

On the 23rd of September 2022, the Thesis Writing Class conducted by Professor François, under the Global Human Resource Management English MBA program, invited Professor Timo Eccarius from the Tunghai University, International College, as a guest speaker to talk about his journey of conducting his thesis research in the field of Railways and Sustainable Transportation.

Starting his sharing with a quick introduction of his background. Having a Ph.D. in Transportation & Logistic Management and a bachelor’s degree in Mathematics/Economics, Professor Timo has previously worked in the railway industry in Germany for 13 years before coming to Taiwan. During his stint in Germany, he worked on a couple of projects such as the China-EU rail link which aims at reducing Carbon footprint and low-carbon rail products. Moving on, he painted a picture of the railway industry and the carbon emission from the various mode of transportation for the students. Through the Deutsche Bahn 2018 Integrated Report, it was shown that railway transportation produces the lowest carbon footprint in comparison to other transport like airplanes, cargo, etc. With the increase in awareness of global warming, the railway industry faces strong pressure from the public to push toward creating sustainable transportation with the ultimate goal of being carbon-free.

Professor Timo continued his sharing by giving some tips to the students on how to look out for possible topics for their study/research. Quoting him, “Follow your passion, fight for your idea, and trust your advisor”. One of the most important tips he mentioned was to choose a topic that aligns with your passion. Using his journey of how he did his Ph.D. thesis as an example, he recalled the numerous discussions he had with his thesis advisor. “You should expect that during the discussions, there are bound to be conflicting ideas from both parties. There may even be times when you have to stand your ground and defend your thesis research”. As such, having a thesis topic that you are passionate about would help in such challenging times.

Another tip that he mentioned was the formulation of research questions is often an iterative process. As you go along with your thesis research, you should start to narrow down the area that you would like to focus on. One reason for this is the limitation of access to data. Having a broad or general research topic can be challenging as you may not have access to the resources needed to help build the core of your research. Even if you pool data from different sources it can be problematic as the results may not be compatible or comparable with each other. With that in mind, having keywords to help specify the key areas of your research would help to ease the load when you conduct your study.

Addressing some of the questions raised by the students, one particular question hit close to the heart of Professor Timo, and perhaps, many other international students at NSYSU. “As a foreigner conducting research in Taiwan, what were some of the challenges he faced?”. When he was conducting his research in Taiwan, language proves to be one of the biggest hurdles. Having to deal with software and creating questionnaires/surveys in the Chinese language can be quite difficult for foreigners who are not proficient in the language itself. Thankfully, with the advancement of technology, the use of programs such as “Google Translate” can help to ease the pain. It is also good to seek help from your peers or advisor if you encounter any issues.

Alex Chao: Rock Your LinkedIn Profile, Now!

管理學院人力資源管理全英語碩士學位學程 (GHRM MBA)榮幸地邀請領英(LinkedIn) 台灣區業務團隊代表，具豐富職涯經驗的趙培強講師(Alex Chao)，至林鈺杰博士指導之「企業諮詢方法與實作」課程演講；除了講解如何有效使用LinkedIn讓學生於就業市場提升競爭力，更不吝將自身人生閱歷分享給同學。

Link Your Career

Utilizing LinkedIn for your future

為幫助同學更認識LinkedIn和其他社群軟體的不同，Alex運用顯而易懂的”甜甜圈Donuts”來舉例 : 當你在使用臉書、Instagram，你只是在按一張有甜甜圈的照片讚；但在LinkedIn，你卻是在向全球超過6.75億LinkedIn使用者表示，我想經營賣甜甜圈的連鎖店、我的技能是推銷甜甜圈、我有三年多的經驗能夠管理甜甜圈製造工廠，進而吸引相關公司主動聯繫並提供職位給用戶。

Alex說明和一般求職網站、履歷相比，LinkedIn除了頁面更活潑，讓人資經理能更一目了然外，也提及LinkedIn的即時更新性，人資能更輕易的接觸並瀏覽，也大大提升使用者的求職效率。更進一步提及如何讓之後成為社會新鮮人-學生的簡介頁面(profile)看起來更專業，其中包含5要點(5 must-have): 

1.     教育背景 : 除了詳填學歷外、你所參加並領導的社團和獲得的殊榮，都是重點

2.     照片: 只能放自己獨照、不要放全身照，而是肩膀以上並且臉帶微笑、背景需要為中性色調、如果不是設計美術相關，所放照片不要營造出羅曼蒂克的氛圍

3.     經歷 : 除了將自己重點實習經驗、寒暑期工讀經驗，更需要實質地闡述在這些工作經驗中你所達成了那些目標

4.     志工經驗 : 雖然這些不是正式的工作經歷，但很多人資經理卻相當地重視求職者是否有志工服務經驗

5.     技能 : 數量不在多，在於是否實際且準確符合就業市場，最終人資面試時，能馬上辨別求職者資料的正確吻合度

Alex更透過自身經驗和同學甘苦談，說明就業市場瞬息萬變，永遠無法預估下一波危機和轉機什麼時候到來，因此平時累積良好人際關係而帶給他人良好印象很重要，特別是許多更高階職位通常會是由認識的推薦人相互介紹，除了在使用LinkedIn時可主動追蹤你有興趣的企業、企業經理領導人和具有影響力的人的帳號外，也永遠不要低估現階段你所做的事情，因為”你永遠不知道你現在所付出的努力，會在未來用什麼樣的方式回報給你”。

最後Alex表示未來同學求職時可以選擇投入自己所喜歡產業，唯有這樣同學才能享受投入在工作的熱忱，並且在自己領域更精進充實自我，而能更充分的面對世界的不確定性；會後Alex並主動分享他的LinkedIn帳號讓同學追蹤，並表示往後若有任何疑問或是想了解的都能透過LinkedIn連繫他。

LinkedIn’s Taiwan Sales Manager Alex Chao who has extensive work experience was invited to NSYSU by GHRM MBA, College of Management. In additional to speeching how students could have a better utilization of LinkedIn to enhance their competitiveness when finding a job, Alex also shared his precious life path for students.

In order to help students realize the difference between LinkedIn and others social media, Alex used an easy-understand example -“Donuts”: When you use Facebook and Instagram, your clicking on the “like” button on the picture of donut just means that you like it, whereas on LinkedIn, you show more than 675 million LinkedIn users globally that you want to franchise a donuts store, you are skillful at selling donuts or you have more than 3 years’ experience in managing a donuts factory. You may attract interested companies to get in contact with you and you might receive a job offer as a result.  

Alex gave students a further explanation on LinkedIn: Comparing to some job searches and resume, LinkedIn’s main page is more vivid, and is more likely to impress HR managers. You can update LinkedIn instantly and it is easier and more approachable for HR to view. This can also boost the efficiency for users to find jobs. He further offered advice to fresh graduates on how to make the profile pages look more professional:

1.     Education background: Provide detailed education information, school clubs you have joined and honors and awards you have received. 

2.     Profile picture: A solo photo, do not put a full-body shot, instead put one that is taken from the top of the shoulder to the top of your head with a nature smile. Do not use filters. The background color should be neutral. If you are not going to apply for work in art field, do not create a romantic atmosphere 

3.     Experience: Besides mentioning internship or part time job experience in winter and summer vacation, provide a substantial elaboration on what you have achieved through those experiences is more important.

4.     Volunteer experience: Many hiring managers actually consider volunteer experience equally as valuable as paid work experience.

5.     Skills: Do not list everything on list, instead you should check if the skill you are going to mention is precisely enough to the eligibility of the position you are going to apply.

Alex then told students job market is rapidly shifting. It is always unpredictable to estimate when the next crisis will approach. Therefore, it’s important to build and maintain a good network as well as make good impression on others. Especially, some senior positions are often introduced by referrers. When you are using LinkedIn, you can proactively follow corporates you are interested in, corporate directors and influencers. And do not underestimate what you are doing at this stage, as the efforts you’re putting into now might pay off in ways you never imagined.

Lastly, Alex suggested that when the students are looking for jobs, only if they choose what they are passionate for as their job, they can enjoy their work thoroughly. We also need to improve ourselves all the time so we are able to face the instability of the world. At the end of speech, Alex provided his LinkedIn account for students to follow. If students have any questions, they can contact him directly via LinkedIn. 

《109-2_GHRM591》Guest Lecture - Ørsted Taiwan Ltd.

Chih-Chen, Lin

On 14th May 2021, Dr. Ryan Brading invited Mr. Lin Chih-Chen, the Head of Government and Regulatory Affairs at Ørsted, Taiwan – to be the guest speaker for the students attending the courses: ‘Sustainability of Global Enterprise’, ‘Entrepreneurship Management and Practice’, and ‘Productions and Operations Management‘. 

The topic of this lecture was Sustainable Energy, which is produced with wind turbines by this company. Ørsted is a global leader in offshore wind power plants.   This Danish energy sustainable company selected Taiwan as their base for the Asia Pacific. So far, they have completed a very successful project named  Formosa I, which is located in Miaoli County.    Currently, they are working on a huge project in Changhua County. 

Mr. Lin introduced their vision as a sustainable company, and hence their ambitions in  changing the global market with electricity. He also described the entire process and technology in manufacturing wind turbine towers. Students were asking about the foundations of the turbine wind towers.  Mr., Lin explained that Taiwan’s coastal seabed has a lot of mud sediments transported by rivers from the Mountains.  For this reason, they have to put a lot of rocks around the seabed where the tower is located. These rocks eventually become artificial coral reefs, which contributes towards the gradual improvement of Taiwan’s marine life.

The second part of the lecture was brainstorming. Mr., Lin asked students to think about how  Ørsted could plan effective CSR  strategies in townships, which are on Taiwan's coast, as this Danish company is planning to build offshore wind turbine towers near these towns.  Students were divided into three groups, and had  20 minutes to come up with some strategies. Each group presented their innovative ideas.  Mr. Lin expressed his views and appreciated their fresh ideas. 

We thanked Mr. Lin for his time to come all the way to NSYSU and give us a valuable lecture.

《109-2_GHRM651》What I wish I knew when I first started my career - Korn Ferry Peter Yuan

On 3rd of May 2021 (Mon), Peter Yuan, a Senior Client Partner with Korn Ferry, was invited by Professor Chung Kim-Choy to give a speech with the topic of "What I wish I knew when I first started my career" at the College of Management, NSYSU. The main attendances of this speech are students from IBMBA and GHRM MBA department who take the courses of Business Strategy, Customer Relationship Management, and Strategic Business. Peter has many leadership experiences in the telecom, wireless, internet, software and consulting industries both in the US and China.

During the Speech, Peter used his career life and professional experience as an example to offer advices to students in their future career development. Peter applied the Learning Agility Model and his own experience to explain what should be done at different stages in career lives. Learning Agility Model is the main tools that Korn Ferry would adopt to distinguish whether the interviewees are talented according to five factors, including Mental, People, Self-Awareness, Results and Change. The five factors could be developed at different stages in lives, and Peter shared what ability should be focused at each moment.

Early year- Mental Agility:

During the first few years of one's career, Peter encouraged students to be curious about everything, and expose themselves to diverse countries, culture, language, which could help to expand their global perspective and improve communication skills. Moreover, Peter also mentioned, students should also be goal-oriented when they are at this level. These suggestions would enable students to build confidence which would benefit their future career development.

First 10 year - Self-Awareness Agility:

While students are at their first 10 years in career lives, students should Be self-reflective and honest about their weaknesses and strengths, which would help to confirm career directions. At this stage, People should know what their career plan is and what abilities they should improve since there are plenty of choices needed to be made at this level. Students have to know whether to take or scarify the opportunities.

Next 10 year - People Agility

At next 10 years in career lives, students would begin to focus on relationship development. Students need to understand others, enjoy helping others succeed and build long-term relationships. Peter suggested every student to build up their network even when they are still a student because it takes time to structure the completed networks. Meanwhile, Peter recommended every student to create a LinkedIn account and try to connect with others as early as possible because Linkedln is the most common tool for many headhunters to find suitable candidates.

Past 10 years- Results Agility

In the past 10 years, Peter suggested students to be flexible and adaptable. Peter shared people should never stop learning and improving themselves. When people is at this level, they should always look to the future, and get prepared for the opportunities since many challenges would occur especially at this level.

Into the future- Change Agility

When people are at this level, they need to understand the impact of change, manage it, and always have a purpose and mission in mind. There would be many difficulties waiting in the future, but people should not be afraid of making changes because life is about making a choice and difference. Peter encouraged student to improve themselves since The continuous improvement would make you better yourself.

Other than the Learning Agility Model, Peter also shared some tips about how to find a suitable job in the beginning: 1) Pick up the top10 companies and design different resumes according to their cultures and let them know your passion. 2) Do not waste time on things you are not interested in; find quality time and quality people. 3) Not to be afraid of finding people who are more brilliant than you because you will learn from them.

Roxana, an IBMBA student from Spain, asked Peter, "Is there any suggestion offered to foreigners who want to adopt the working culture in Asia?” Peter replied every company has different cultures, and Taiwan is a boss-oriented working culture. Thus, it’s important for the foreign students to make their native languages as the most significant strength and keep learning Chinese. The language proficiency of every foreign students should be designed as one of the most eye-catching advantages in the resume. The other French student raised another question about "Where is the opportunity in the world?" Peter shared his previous work experience in China, and thought there are still many opportunities there now because China would be the biggest market in the future.

Lastly, Peter concluded the speech by offering another suggestion to students: “As an employee, we should know what value we could provide to the company and never stop learning to grab every chance.” Students learned plenty of useful advices from Peter’s speech and would have a clear picture about how to plan their career lives. Another appreciation goes to Prof. Chung who arranged this guest lecture.

《109-2_GHRM591》Guest Lecture - H@l Architecture Research and Design

Tomasz Sniedziewski and Huang, Kuang Chung

On 30th April 2021, Dr. Ryan Brading invited our alumni IBMBA Mr. Tomasz Sniedziewski, as well as his business partner/architect Huang, Kuang-Chung – to share their experiences, strategies, successes, and current challenges – with the students attending the courses: ‘Sustainability of Global Enterprise’, ‘Entrepreneurship Management and Practice’, and ‘Productions and Operations Management’. This lecture described how architecture urbanism research and design is directly connected with key innovation and sustainability issues, which were to some degree analyzed and discussed during the syllabuses of the three courses. For example, how they designed traffic and sidewalk routes in order to promote the tourism industry in Kenting without affecting the environment.

The lecture was divided into three sections. Firstly, they introduced some of the projects they have completed by emphasizing how they successfully managed these projects. This was followed by a Q&A session. Students had many interesting questions. For example, they asked what the new modern attitudes in architecture are; what are the new sustainable materials in the construction industry; and what type of competition an architectural business has to deal with in this market. These diverse questions came from students from different courses. From Architect Huang and Mr. Sniedziewski’s experience and knowledge, students had this unique opportunity to learn new ways of analyzing in real life how sustainability projects, operational practices and entrepreneurial strategies take place.

In the last section, students were divided into three groups. The guest speakers asked the groups to brainstorm how they would solve an urban project in Hyderabad, India. This project consisted of creating new recreational spaces around the river of this city. As part of their plans, groups considered key issues such as religion practices, weather conditions and physical surroundings.

These groups came out with many interesting ideas. Architect Huang and Mr. Sniedziewski showed a lot of conviction and work ethics during this lecture. Students showed that they enjoyed this opportunity very much because it was very practical and unusual.

《109-2_GHRM509》Dr. Qurie Kim From Yonsei University Delivers Lecture On “Experimental Studies And The Effects Of Narrative Advertising”

On the 27th of April, 2021, Dr. Qurie Kim (Yonsei University) delivered a lecture on the topic “Experimental Studies And The Effects Of Narrative Advertising” for the students of the Research Methodology course. 

Dr. Kim has vast research experience in the film industry. Dr. Kim emphasized the importance of research by asking the attendees how often and why people use Foodpanda before/during/after the pandemic. Additionally, she talked about the different types of research, how to conduct a successful experimental study in social science, etc. To reduce errors and research costs, she recommended students do a pretest before proceeding with experiments. 

Dr. Kim used the paper “Self-Referencing and Persuasion: Narrative Transportation versus Analytical Elaboration” (Escalas, 2007) to make it easier for the students to understand how to experiment. This analysis aims to determine the effects of narrative transportation that the viewer experiences in film previews of Over-The-Top media services. Attendees learned more about the context hypotheses used in various studies, the intent of various studies, and real experiments by viewing film trailers with or without describing text. Dr.Qurie Kim concluded her speech by emphasizing the importance of ethics in conducting science, especially in experiments involving humans and animals. 

Finally, Professor Jeeyeon Kim and all students from Research Methodology thanked Dr.Qurie Kim for her wonderful lecture, which equipped the students with valuable knowledge to write quality theses. 

Expanding? Think About HR First! 企業發展中人力資源管理的影響力

在新創產業當道的現在，創業力成為新興產業指標與各大學校重點培養能力，但除了事業模型、產業發想以外，「人」對新創公司來說更是重要，究竟該如何運用人的資產，推進新創公司前進？中山大學管理學院本次與科技部合作，邀請新加坡管理大學李光前商學院策略管理系副教授陳偉良博士，分享人力資源管理在企業發展中的影響力。

在草創時期，找出值得信任且擁有技能的人對形成團隊再重要不過，為此，如何照顧這些人便是重要的課題。當在徵選人才時，在銷售你的idea的同時，讓你的視界符合人才的利益才能夠讓人才on board，「要記得，就算這些人加入了一個忙碌的新創公司，他們或許一樣有家庭、房貸等等，新創公司這樣子創新卻高風險的環境必定會是他們考慮的重點。」陳偉良表示，公司的生命歷程中分為四個階段—生存、發展、成長、擴張或下坡階段，在第一個階段中新創公司必須用很大的力氣留下擁有相同目標的員工，一個公司開始獲利、進到越後面的階段，越需要用實質且現實的利益吸引人才，招募方式也會隨之改變。

一間公司的招募模式與招募的人才類型代表了外界的人們會如何看待公司的形象，此時，人資的角色就不只是管理人力資源了，新進的員工需要承接公司內部的知識，也有可能會因為訓練模式改變，與資深員工的價值觀有所出入，人資便是中間磨合的重要角色，以公司當下的中心價值做出徵選、績效管理與獎勵制度的調整並且在各個階段中順利接軌制度轉型，是企業發展中不可或缺的一部份。

在這場講座中，陳偉良博士也透過提出範例與小組討論的方式，鼓勵學生利用所學找出不同狀況中的問題解決模型。最後，他也提醒學生「不可取代性」的重要，「一間公司開始獲利以後，要能夠成為市場上不可取代的一部份，就是要跟人資合作，找出屬於自己、最獨特、最符合公司中心思想的employment branding！」

In the era of start-ups, entrepreneurship has become one of the main emphases of education. But apart from business model development, creative thinking, the importance of “people” is among the main task for the pool of start-ups. How can people management be utilized to push start-up companies forward? The College of Management, NSYSU teamed up with Ministry of Science and Technology and invited Dr. Tan Wee Liang, the associate professor of strategic management from Singapore Management University, to share how Human Resource Management can affect corporate expansion.

During the initial stage, finding the skilled and trustworthy talents is more than important for the team, thus, to take care of the people is the main concern. When recruiting, while selling your ideas, it is brining your vision to fit the candidate’s interest the key of having them on board. “Remember, even if these people decided to join such a busy work place as a start-up company, they still have their family, mortgages and so on. A high-risk environment like start-ups must pay extra effort to keep the talents who have the same goal. Once the company starts to profit and enter the next stage, more realistic interests are needed to attract talents, and therefore change the recruitment method.”

How and who a company recruits defines how outsiders see the company. As a result, HR’s role is more than human resource management; the newcomers need to be passed with the internal knowledge of the company and bring possible conflict with the employees’ values due to changes in the training model, when things like this happen, HR act as the lubricant in this process and act according to the core value of the company, further develop the recruiting goal, performance management and reward system in each stage of the company’s development. Therefore, the transition of the company can be smoothened as the institution changes internally and become part of the development. 

In this lecture, Dr. Tan also raised various examples and encourage students to discuss about the problem-solving models. Lastly, he reminded students the importance of “irreplaceability”; “ After starting to profit, a company has to become an irreplaceable part of the market. It is through working with HR, finding your own and the most suitable employment branding to do the job!” He said.

Jacky Kuo: 實作力就是你的超能力！Problem-solving, Project Management and Management in Businesses.

由林鈺杰博士指導之「企業諮詢方法與實務」課程，在3月15日(五)邀請到深耕IT產業多年，具有豐富專案管理經驗的郭仕杰講師(Jacky Kuo)前來和同學分享專案管理(project management)相關概念和實務。

在上半節演講，為幫助同學快速理解專案管理的概念，講師Jacky藉由過往工作經驗(development of tablet PC)進行解說，讓同學可以了解如：產品開發專案生命週期流程、專案團隊在實務上的應用。在演講中講師亦提醒大家專案團隊應該要有定期的review meeting檢視專案進度，以及視情況召開executive meeting，由上位者協助專案團隊無法決策之問題。

Jacky在下半節演講則深入探討專案管理的定義以及重要概念，並分析專案中的Project manager和Program manager兩者在職責上的差異。此外，Jacky也提到在進行企業專案時，同學可以運用專案管理原則(Project Management basics) ，希望每次進行專案前同學在心中都能有清楚的架構，並謹記在專案邁入下一階段前最好和決策者有更多討論。

最後Jacky表示希望藉由今天的分享可以幫助到目前正在企業進行專案的同學在專案運作流程上可以更加順利，林鈺杰博士則表示若同學往後有更多專案疑問都可以和自己及講師連絡討論。

Our NSYSU alumni, Jacky Kuo, was invited back to NSYSU by Dr. Yu Jie Lin, hoping to share some of his experiences in the real business world. Jacky’s vision in project management brought him success in the IT industry and he therefore wishes to pass the vision on to his fellow NSYSU future managers.

During the first half of the speech, in order to help students understand the concept of project management, Jacky patiently explained his past experience in development of tablet PC, then shared how business manage it product life-cycle, and how to apply team efforts to the management of product life. He also mentioned the importance of team review meetings, to monitor the progress of the projects, and further call for executive meetings depending on the progress, to help smoothen the decision-making process.

Jacky then went on discussing the definition and important concepts of project management, which distinguishes itself from program management. Moreover, Jacky also mentioned how students can utilise project management basics at the beginning of a project, and to include the decision-makers before heading into the next stage of the project.

Jacky wishes that his speech can be helpful to students regarding both their academic life and their future. Lastly, he generously offered his help to the students to always contact him when it comes to more project-management-related discussion.

Helena Kuo 郭秀君from L’Oreal：The beauty within global people

人、美麗，無國界

甫走進講堂，郭秀君 Helena的風采透露出她對美麗的執著，在L’Oreal 巴黎萊雅集團擔任人資長長達25年，Helena對於人有著不一樣的執著。

L’Oreal在台灣雇用了非常多的國際人才，「在台灣這麼特殊的文化背景下，該怎麼讓他們在工作之餘也能對環境感到舒服呢？」Helena對台下的學生們問。L’Oreal人力資源部門長年以來致力於人才發展，而留下好人才的方式，便是使他們對自己身處的環境感到自在，透過在地文化體驗與工作圈的方式，讓來自世界各地的工作者不僅能體會當地環境，也能理解台灣的工作文化，進一步使員工間更緊密。

「每個個體都是不一樣的，各自都有自己美麗之處。」在教育訓練上，為尊重個體差異，L’Oreal使用差異化策略，針對不同特性的員工及其部門工作特性制定訓練方針，幫助員工選擇不同的職業路徑。發掘不同才能的策略也是為何L’Oreal總能吸引來最頂尖的創意人才，並支持公司業務目標。

「企業中的人力資源部門目的在於人才的發展。」Helena說，每個偉大的想法都源自於優秀的人才，企業並不是他們的終點，而是支持者，無論是幫助外籍員工融入台灣生活或者是使員工融入L’Oreal的企業文化，支持者的角色能讓不同個體間的迷人之處產生最好的化學反應，無論對員工、對企業、對社會都能有正向的結果。

Walking into the lecture room, the way Helena Kuo presented herself showed how she values beauty. Had been working as HR director at L’Oreal for 25 years, she has a very distinctive persist in people.

L’Oreal has been employing numerous of foreign talents in Taiwan. “Under this unique cultural background in Taiwan, how do we make expatriates feel comfortable with the environment they’re in while working?” Helena asked. The HR department at L’Oreal worked on talent development for years, and the best way to keep talents, is to make them feel comfortable about the environment. Through custom guide of experiencing local culture and work circles, L’Oreal make expatriates understand the working culture in Taiwan, and furthermore, bring employees closer together.

“Every individual is different. They each have their beauty.” In respecting the differences between individuals, L’Oreal’s take on training strategy is to differentiate the training process. The company applies tailored training courses to help employees opt for their career path. This strategy is also a part of reasons why L’Oreal attracts the most creative and diverse talents globally.

“The existence of HR department in corporates is to develop talents.” she said. Every great idea originates from great talents, and corporates are supposed to be supporters for them. No matter it is guiding expats blending into the Taiwanese life or making the employees adapt to L’Oreal’s corporate culture, the supporter role brings out the best chemistry of all beauties, and that, only does good to the employees, the company, and the society.

Teresa Tong 童小洋 from HSBC：Caring, simply the best capital.

關懷，讓人成為最好的資本

匯豐銀行，全球最大的金融服務機構之一，在全球設有3900多個辦事處，業務範圍從零售銀行、財富管理、工商金融到資本市場與私人銀行，如此大型的公司，可以想見對於人力需求之大。童小洋Teresa 帶著她可愛的笑容走進中山大學，她，是匯豐（台灣）的人力資本及組織發展部副總裁。

「大家對HSBC的印象可能就是大公司，裡面的員工就像隨時可以被汰換的螺絲釘吧？」Teresa笑著問同學，其實HSBC在台灣私人金融業中的Turnover rate是最低的，除了在選任合適人才時所使用的策略外，HSBC讓部門間、員工間與員工對外關係保持良好，創造人際與社會關係的高滿意度，並且尊重個體差異，在台灣保守的工作環境中鮮少看到企業敞開心房接納員工最真實的樣貌，但HSBC做到了。

「我們知道人有不同的需求，而工作只是一環。」HSBC其中一個重要的人力策略便是「關懷」，例如對LGBT族群的高任用率與深度認識，HSBC甚至替公司中的同志員工辦理了盛大的婚禮，讓員工流下喜悅的眼淚。秉持著關懷，HSBC讓員工感覺自己不是在冰冷機器中運作的小零件，而是經過細心保養、發光發熱的一部份。

為保持員工對手上事物的新鮮度，職務輪調也是HSBC人力策略中的重點，或許在過程中能夠找到一個人身上更寶貴的特質、學習新技能，影響未來職務發展。「透過明確的績效考核系統，我們能夠評估員工在職務上與職務輪調的過程中適得其所。」Teresa並表示要改變台灣的工作環境，必須從清楚的JD (Job description)做起，因此，HSBC的每個員工都能夠清楚理解自己的職務是甚麼，每個前來面試的人都知道自己進到什麼地方。

「如果從受雇者的角度出發，整個公司會變得很不一樣。」HSBC的諸多人力策略都希望以人為本，在員工關係與企業關係之間取得最佳平衡，「唯有如此，我們才能發揮所長，讓『人』成為最好的『本』，這才是Human capital的真諦。」Teresa說。

HSBC, one of the biggest banking corporates in the world, has more than 3900 offices all over the globe. Their business not only includes retail banking, but also financial management, capital market, private banking and so on. Our guest speaker, Teresa Tong, who came into the room with a warm smile on her face, is the vice-president of Human Capital and Organizational Development Department in HSBC Taiwan.

"I guess your impression to HSBC is just a big company, and the people working in it are only little screws which can be replaced anytime." She said. As a matter of fact, the turnover rate of the company is the lowest in the private banking industry in Taiwan. Other than the strategies applied when selecting and hiring people, HSBC maintains good employee relation, department relations, and external relations to create a high level of social satisfaction. HSBC also respects the differences among units, which is hard to be seen on Taiwanese working culture.

"We acknowledge that people have different needs, and working is just a part of it." A big part of the strategies in HSBC is "care", for example, the care to the LGBT community. From hiring them to holding weddings for the LGBT employees (during the days when same-sex marriage is yet legalized in Taiwan), the company made its employees shed tears of joy. With care, the employees at HSBC more than the parts working in a big machine, they're polished, taken care of and ready to shine.

To maintain the sense of freshness at work, job rotation is also focused by HSBC. Through job rotation, it is possible that we find something valuable in someone's characteristics, develop new skills and see a clearer career path for our employees. "With an on-spot performance management system, we can make sure that the employees find the right places of job rotation." Teresa then described how having clear Job Descriptions can change the working culture in Taiwan. "Our people know what their jobs are. And the people walking through the doors to interview with us know what they're getting into."

"If we think from the employees' aspects, the corporate would be entirely different." Many of the human-capital strategies in HSBC are well-considered to create a fine balance between the company itself and the employees. "Only by doing so, human can therefore be capital and resources, which is the true meaning of Human Capital." Teresa said.