大學院校推動職涯師徒制之探析

The Study for the Implementation of Career Mentoring in Universities

當前大學院校培養之大學生既不符合職場與雇主的期望和要求，大學生對大學教育、個人生活及畢業後的就業機會也不甚滿意。大學院校如何面對此一問題，找出良策以改善這個現象，現已成為台灣高等教育中的一項重要議題。本文提出「職涯師徒制」策略之構想，它以「大學—職場」的合作互動為基礎，大學生擔任徒弟，職場工作者擔任師傅，採「一對一」的師徒配對方式，師傅為協助角色，將個人的職涯專業經驗傳授給徒弟，大學生從中培養出「學習如何學習」的職涯發展能力。大學院校採用職涯師徒制應是改善前述問題的有效方法之ㄧ。本文採概念分析法論述大學院校推動職涯師徒制，內容分為：（1）大學生的職涯能力困境；（2）職涯師徒制受重視的緣由；（3）職涯師徒制之概念及理念；（4）大學生需要培養有效的職涯發展能力；（5）國內外之研究與實務狀況；（6）職涯師徒制的方案雛型及設計要點；及（7）啟示等部分。它們對大學院校推動職涯師徒制的想法、方向、及作為具有導引和刺激的影響；此外，也對進行職涯師徒制之相關研究將有所貢獻。

The skills college graduates obtained in schools no longer match the market demand. In addition， the graduates are not satisfied with their education， personal life， and employment opportunities. Hence， it is now critical for the universities in Taiwan to find solutions to this problem. This paper proposed a “career mentoring” strategy， which was based on the collaboration between universities and job market. The people in the workforce are the students’ mentors. Through a “one-to-one” mentor-mentee relationship， the workers could share their experience with the mentees. Consequently， the mentees could develop the skill of “learning how to learn.” This paper used concept analysis to illustrate career mentoring in universities. It included: 1） The challenges that the students are facing. 2） The importance of career mentoring. 3） The concepts and principles of career mentoring. 4） Why students needs to foster effective career development skills. 5） Existing literatures and outcomes. 6） Career mentoring’s prototype and project design. 7） Implications. The paper would contribute to the actual implementation of career mentoring， and provide useful data for future researchers.