| Summary: | 碩士 === 元智大學 === 資訊社會學研究所 === 95 === People count on learning in order to maintain the capability of competition in knowledge-based economy age; on-the-job training becomes a popular way for more and more people on personal human capital reinvestment. In such high competitive society, it is difficult to acquire knowledge by oneself, the expansion of social network not only can help one to communicate with other people, but also help the acquisition and accumulation of personal knowledge and creation of personal competition. This research is an example of on-the-job training students of the Graduate School of Management and the Graduate School of Social Informatics in Yuan Ze University, it is a case-control study of these two totally different graduate schools in the difference of both graduate schools on human capital reinvestment and social network requirement under the same circumstances; meanwhile, and a study of the influence of social network to on-the-job training.
This research uses Quantitative Approaches by questionnaires of the investigation of on-the-job training students of the Graduate School of Management and the Graduate School of Social Informatics in Yuan Ze University in school year 2003 to 2005 and reaches the following results through chi-square test, t test and related analysis：
The Graduate School of Management and the Graduate School of Social
Informatics have big difference in human capital reinvestment and social network requirement. The main reason is the variation occupations of the outcome of human capital reinvestment and social network requirement and manipulation.The manipulation of social network in related activities of on-the-job training of both graduate schools is out of expectation and imagination. The social network plays a big role in on-the-job training .To sum up, the width and depth of manipulation in social network of the Graduate School of Management is better than the Graduate School of Social Informatics, but there are no differences in curriculums.
This research finds out on-the-job training not only accumulates personal human capital capacity and refines personal career transition capability to acquire higher payment: meantime, on-the-job training creates social networks, and the social network itself is a kind of social capital, this enhance the social mobility of resource to the people who handle resource.
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