| 躋身成為國際一流大學,為本校近年來積極努力的目標。其中推展國際合作與交流及積極規劃法人組織為達到此目標之重要面向。國際合作與交流不只著重國際學術交流,在行政管理方面吸取其他國家的重要大學的發展經驗亦是國際合作與交流相當重要的一環。在過去數十年裡,新加坡南洋理工大學與本校在學術上及行政上已有非常緊密的交流。雙方已有傑出的研究型教員（及學生）以及行政管理人員,包括雙方的校長已相互拜訪。透過與新加坡南洋理工大學進行相關業務國際交流經驗,藉以瞭解大學在法人化轉變的前後時期,學校制度變革所扮演的角色及應執行的任務,為本次參訪重要之目的。在參訪與交流的過程中發現,新加坡大學在法人化之後,政府仍必須支應極大比例之校務發展所需經費,避免影響校務經營發展與教育功能；用績效導向之彈性薪資制度,方能有效網羅國際優秀人才；有效的訓練需求評估制度,才能避免浪費訓練資源。另吸引國際學生可有效加快國際化腳步；在學校整體營造上,加強綠色建築實踐等作為,都足以為我校借鏡之處。Intheglobalhighereducationlandscape,thecurrenttrendistoproactivelypromoteandsustainglobalizationtoadvancehumanknowledgeandunderstanding,andtopursueacademicautonomytoimprovethemanagementefficiencybymaximizingtheutilizationofacademicresourcesinahighlyflexiblemannerwithinauniversity.Tothisend,notonlyshouldthe“academicside”oftheinteractionsbeglobal,butadministrationaswell.Withintherealmofadministration,globalizationofhumanresourcesisoneofthehighestpriorities,ifnotthehighest.Inthepastcoupleofyears,Singapore’sNanyangTechnologicalUniversity(NTU)andNationalChengKungUniversityhavebecomeclosepartners,bothacademicallyandadministratively.Exchangesbetweenourtwouniversitieshavebeenfrequentandbroad.Academically,therearesignificantexchangesofresearchfaculty(andstudents)andadministrative,senioradministrators,includingbothpresidents,havemademutualvisits.Beginningfrom2008,withthevisitoftheHRdelegationfromNTU,ledbyitsdirectorMrs.AngelaLimtoNCKU,thetwoHRofficesinitiatedseriousdiscussionsaboutsomeofthecriticalissueschallengingresearchuniversitiesinAsiaPacificinthe21stcentury.DuringthevisitoftheNTUHRdelegationinNCKU,somepreliminarydiscussionswereinitiatedonwhatrolehumanresourcemanagementunitshouldplayandwhatisthehumanresourcemanagementunitmissionbeforeandafterautonomy.Itisunderstoodfromthepreliminarydiscussiontheoverallfinancingoftheuniversity,certainlyatthismomentintime,islargelyaresponsibilityofthegovernment.Suchsupportisfundamentaltoensuretheuniversity’scriticalroleofeducatinganewandenlighteningworkforceoftheAsiaPacificregioningeneralandnationinparticular.Inaddition,fromthediscussion,itwasalsotransparentlyclear,andfundamentaltotheHRoperation,thatflexiblesalarysystemthatisbasedon“Performance-DrivenWorkCulture”couldbemoreeffectiveinrecruitingandretainingoutstandingtalent.Inaddition,effectivetrainingprogramsaswellascontinuingeducationfortheHRstaffsothattheycouldhaveaccesstothemostadvanceHRmanagementsystemcouldeliminatewastingvaluableuniversityresources.Finally,asglobalizationisthegoal,HRofficemustplayacrucialroleinensuringthatrecruitmentandtransitionofnon-localtalentsisasseamlessaspossible. |