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Lifelong Learning

Leading The Campaign For Continuous Education
Bearing the new concept, the new mindset, and the new strategy, NACS has always employed the modernized information science to launch actively every training activity. NACS has been a well-known leading institute in Taiwan’s training circles, especially in its promotion of life learning activities with a notably remarkable outcome of achievement. The main contents and ways of the lifelong learning activities as launched by NACS are hereby demonstrated below: 

1.

Building up the Reading Habit for the Civil Service

 
In order to cultivate civil servants the habit of autonomous learning and the passion for seeking knowledge, the NACS promotes a reading plan for civil servants. Combining a series of reading contests and activities, talent cultivation and benchmarking learning and information technology, the NACS aims at expediting the development of reading among civil servants. The idea is to build reading as the main method of learning into the infrastructure of each organization and realize the vision of life-long learning for all civil servants. The details of the Reading Propagation and Promotion Activities are as follows:
 
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  a. Promoting reading activities in both virtual and real formats to expedite the participation of civil servants in the reading activities and help the civil servants to cultivate a reading habit for autonomous learning.
   
Starting from 2001, this project was implemented as a trail program for three years. In that period, the NACS promoted different reading activities to establish basic clientele of readers. Moreover, the opinions from experts and participants were gathered for problem-shooting and solutions. In October 2004, the “Promotional Campaign of Book Reading for Civil Servants” was designed to launch Book of the Month featuring four major areas of public policy, management, self-development and humanity. Such a program is unique in the field of civil service. Through the credibility of the selection committee for the books, this academy has successfully built a reputation for book appreciation in the field of civil service. We have established a program which is distinctively different from its counterparts in governmental agencies and libraries. In 2004, monetary rewards and administrative awards were provided as encouragement to introduce this program to all authoritative organizations in the R.O.C. when this program was formally introduced, we received a lot of positive feedback.
  b. Forming learning alliances to lead the trend of reading and push for organizational learning.
   
We have observed that the number of participants and the demand for Book of the Month have increased every year. However, the related manpower and expenditure have not increased but remained the same. Therefore, the format of the reading seminar will change to establish a standardized procedure for resource sharing. In this way, the authoritative organizations may quickly duplicate the operational format of the reading seminar to create a multiplying effect for saving manpower and expenditure.
  c. Developing instructors for promoting reading to ensure the reading quality and results of group learning.
   

In order to encourage civil servants to share their learning results, the NACS started the cultivation of instructors for leading reading seminars in 2010. In 2011, World Café workshop was created (as a way to encourage collective creativity) so that it could be implemented in all civil branches of the R.O.C. Furthermore, in 2012, a follow-up training will be held for 2011 trainees to build a complete training system for a group to share their learning results. Using the digital curriculum created in 2011, the NACS has developed a mixed learning approach to increase the actual training effectiveness. All the trained future instructors will have to complete digital training before their training starts, conduct actual practice during training and deliver performance products after training so that the results can be evaluated. When the entire process is completed, the instructors will be given certificates for leading reading seminars.

2. Forum for the International New Trends in Civil Service
In order to broaden the horizons of our civil servants and help them to understand the international new trends and development, The NACS holds the “Forum for the International New Trends in Civil Service” every year. The NACS has invited internationally well-known experts from industry, government or academia as well as other public and private sectors, to come to Taiwan to share with us the new trends in the fields of human resources or public service management. The forum not only provides the civil servants with a chance for learning, exchanging and understanding of human resources, management and culture in other countries but also offers the participants a chance to better their English skills. We have also invited those who previously trained in the academy to join the forum to learn and exchange in English. According to the surveys of the previous participants, the percentage of satisfaction about this forum has reached over 90% or more.It indicates the forum isquite helpful and popular.
3. Overseas Study for Excellent Trainees
In order to help our high-level civil servants to cultivate an international vision and a high level of competitiveness, the academy has held overseas study programs for those who have been promoted from the management level to the strategic level every year since 2009. In both 2009 and 2010, the overseas programs took the participants to Singapore. In 2011, the overseas study program was conducted in South Korea.
The overseas training program is conducted in three stages, including a domestic study program, an overseas study program and a presentation of learning results. Closely combining their domestic learning with overseas study , the participants are given the chance to learn about the operations of public service as well as private institutes and the management/development of some representative enterprises. It is hoped that, through overseas learning and experience, the trainees will gain a better understanding of the policies and measures that these advanced countries have in their overall structures, policy planning and talent cultivation.
4.

Forum for Human Resources Development
In order to have a better grasp of the developmental trends in human resources and promote a cooperative training mechanism for civil service in the Greater China region, the academy has held the “Forum for Human Resources Development on Two Sides of Taiwan Strait and Four Areas” since 2010. We have invited the experts and scholars from Taiwan, Hong Kong, Macau and Mainland China to present their papers on four aspects including “Training Policies and Systems,” “Training Management and Operation,” “Training Effectiveness and Evaluation,” and “How to Connect the International Development and Develop with an International Vision.”  In 2011, the academy expanded the scope of the forum to become the “Forum for Human Resources Development of All Chinese” and invited the scholars and experts from Taiwan, Mainland China, Macau, Japan, and Malaysia to hold discussions on three issues including the “Establishment of Training Development and Job Competency,” the “Planning, Implement, and Evaluation of Training,” and the “Management of Career Development under Organizational Reform.” It is our hope that the in-depth and comprehensive exchanges will facilitate mutual understanding and encourage learning from one another. Moreover, some suggestions and opinions related to policies will be forwarded to relevant governmental departments or personnel for their reference.



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