課程介紹
本課程將透過個案研討，使學生了解員工職業生涯管理在組織人力資源管理與發展所扮演的功能和運作模式。同時本課程將透過生涯發展的實作練習，引領在職班學生探索職業生涯、設定目標與擬定職涯發展策略。
 
This course provides a number of examples of organizational career management programs that are tied into the overall process of human resource management and development. The course also offers an opportunity for the students to engage in career exploration, career goal setting, and career strategy development, key ingredients in the career management process.
教科書:
Greenhaus, J.H., Callanan, G.A., & Godshalk, V.M. (2010). Career Management (Fourth Edition). SAGE Publications.
 
中译本(简):  王伟 。(2014)。职业生涯管理 (第4版)。出版社：北京清华大学出版社(大陆)。
課程活動
課堂參與 50%
各組每周輪流主持一個案分析，題目即課文內的個案題目，限時30分鐘。報告組若有成員缺席，該缺席學生課堂討論與參與成績以零分計。若被指定組別當周沒有準備或派員上台分享，全組成員學期總成績以零分計。報告組須在報告前一天晚上23:59以前，將個案解析的題目與答案以PPT格式上傳至作業區。下課前由非報告組"每位"同學個別對報告"組"進行同儕評鑑。
 
非報告組針對報告組所提出來的解決方案，提出1.認同之處; 2. 不認同之處; 3.有疑問的地方。並解釋為什麼認同、不認同與疑問。並以組為單位，在下課前30分鐘上傳3張PPT Slides至同一個作業區。由報告組"每位"同學個別對非報告"組"進行評分 (10點量表)。3張PPT包括:
 
  1. 你同意報告組的那些論點，為什麼?
  2. 你不同意報告組的那些論點，為什麼?
  3. 你對報告組的個案解析有什麼疑問?
  • 評分標準 : 該組的報告與討論讓我收獲良多。 1分(非常不同意) - 10分(非常同意)
期末作業50%
個人作業，分二次報告。第一次報告，以3分鐘分享自己的LinkedIn Profile並設定一個職涯目標 。第二次報告則上傳自己的LinkedIn Profile URL。
 
由同儕進行互評。老師得參考同儕評分結果決定給分。評分標準: 如果你是決策者，同意給他機會的傾向: 1分(非常不同意)-10分(非常同意)。

加分項: 課代因協助課務，學期總分加5分。經加分後，若學期總分超過100分，以100分計算。
  • 1.
    Why LinkedIn Matters (9/18)
    Why LinkedIn matters to you career?
    This session will be counducted by the teacher. 
     
    Note: 請帶自己的筆電來上課，有練習要做
  • 2.
    Introduction to the Study of Careers (9/25)
    The Changing Landscape of Work and Careers
    Definitions of Career Concepts
    The Need to Understand Career Management
  • 3.
    Career Contexts and Stages (10/2)
    The Traditional Perspectives on Careers
    Contemporary Perspectives on Careers: The Boundaryless and Protean Themes
    Social Influences on Careers
    The Developmental or Stage-Based Perspective on Careers
    Stages of Career Development
     
  • 4.
    A Model of Career Management (10/9)
    An Overview of the Career Management Model
    Theory and Research on the Career Management Process
    Career Management as an Ongoing Process
    Indicators of Effective Career Management
  • 5.
    A Guide to Career Exploration (10/16)
    Types of Career Exploration
    Techniques for Effective Self-Exploration
    Integrated Approaches to Self-Exploration
    Organization-Sponsored Self-Exploration Programs
    Informal Self Exploration
     
  • 6.
    Goals, Strategies, and Appraisal (10/23)
    Career Goal Setting
    Inability to Set Career Goals: Career Indecision
    Implications of Goal Setting for Organizations and Their Employees
    Developing Career Strategies
    Career Appraisal
    Career Management: A Blend of Formal and Informal Activities
     
  • 7.
    Occupational and Organizational Choice (10/30)
    Occupational Choice
    Theories of Occupational Choice
    Guidelines for Effective Occupational Decision Making
    Organizational Choice: The Process of Entering an Organization
    Theories of Organizational Choice
    Organizational Actions During the Entry Process
    Individual Actions During the Entry Process
     
  • 8.
    Guest Speaking A (11/6)
    萬惡的人力資源主管
    • 9.
      Board Game Learning (11/13)
      • 10.
        The Early Career Stage (11/20)
        The Establishment Phase
        Organizational Activities During Establishment
        Individual Actions During Establishment
        Individual Actions During Establishment
        The Achievement Period
        Organizational Actions During Achievement
        Individual Actions During Achievement
        The Early Career: A Question of Timing
         
      • 11.
        The Middle and Late Career Stages (11/27)
        The Middle Career Years
        Remaining Productive: Growth, Maintenance, or Stagnation?
        Organizational Actions During Midcareer
        Individual Actions During Midcareer
        The Late Career
        Organizational Actions During Late Career
         
      • 12.
        Job Stress and Careers (12/4)
        Job Stress: An Overview
        Sources and Consequences of Stress
        Coping, Social Support, and Stress
         
      • 13.
        The Intersection of Work and Family Roles (12/11)
        Work-Family Conflict: When Work and Family are “Enemies”
        Work-Family Enrichment: When Work and Family are “Allies”
        The Two-Career Family
        Quality of Life in Two-Career Families
        Organizational Responses to Work-Family Issues
        Changing the Organization’s Work-Family Culture
        Career Management and Quality of Life
         
      • 14.
        Managing Diversity (SKIP)
        Fairness in Organizations
        A Model of Organizational Fairness
        Is Diversity Inherently Valuable?
        Organizational Actions
        Organizational Approaches to the Challenges of Diversity
        Organizational Programs and Policies
        Managing Diversity: Opportunities and Competence
        Individual Actions
         
      • 15.
        Entrepreneurial Careers (SKIP)
        Entrepreneurship: An Overview
        Choosing an Entrepreneurial Career
        Other Factors that Encourage Entrepreneurial Careers
        Entrepreneurial Bridge Careers
        Support for the Entrepreneurial Career
        Characteristics and Experiences of Female and Minority Entrepreneurs
        Selecting and Managing the Entrepreneurial Career
         
      • 16.
        Guest Speaking B (12/18)
        HTC 人力資源學習發展處 處長
        • 17.
          HRM Systems in Career Management (SKIP)
          Integration of Career Management Within Strategic HRM Systems
          Strategic Human Resource Processes
           
        • 18.
          Closing Thoughts on Career Management (12/25; 1/8)
          Looking to the Future
          Effective Career Management