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| 題 名 | 從自我導向學習觀點培育中高齡資深員工勝任企業內部講師之策略 |
|---|---|
| 作 者 | 李昕真; | 書刊名 | 新北市終身學習期刊 |
| 卷 期 | 29 2025.01[民114.01] |
| 頁 次 | 頁36-41 |
| 分類號 | 529.8 |
| 關鍵詞 | 終身學習; 自我導向學習; 中高齡人力資源; Lifelong learning; Self-directed learning; Middle-aged and older human resources; |
| 語 文 | 中文(Chinese) |
| 中文摘要 | 隨著人口老化問題的加劇,面臨職場老化與勞動力短缺的挑戰,我國政府擬定因 應方針與具體方案,試著提升中高齡者適應工作需求及提升個人終身學習觀。本文主 要介紹了中高齡人力資源發展對企業與中高齡者個人的重要性,並提出中高齡員工適 任企業內部講師的特質及需具備的職能指標。再來探討自我導向學習應用於中高齡員 工培訓的模式,強調學習者的自主性、經驗和學習動機在培訓中的重要性。最後,提 出了三項策略:推動員工學習文化、建立系統化的培訓管道,以及將員工的職涯發展 與組織策略結合,促使中高齡員工透過自我導向學習達到與組織共贏的關係。 |
| 英文摘要 | As the problem of an aging population intensifies, Taiwan faces challenges such asworkplace aging and labor shortages. In response, the government has formulated strategies and concrete plans aimed at helping middle-aged and older individuals adapt to work demands while promoting lifelong learning. This paper primarily introduces the importance of middle-aged and elderly human resource development for both businesses and individuals, highlighting the traits and competencies needed for senior employees to become internal corporate trainers. Additionally, it explores the application of self-directed learning in training these employees, emphasizing the significance of learner autonomy, experience, and motivation in the training process. Finally, three strategies are proposed: fostering a learning culture among employees, establishing systematic training pipelines, and aligning career development with organizational strategy, encouraging middle-aged employees to achieve a win-win relationship with their organizations through self-directed learning. |
本系統中英文摘要資訊取自各篇刊載內容。