影響企業人力資源培訓效果的個人因素探討

The Influences of Trainees’ Attributes on HR Training Effectiveness

理論界很早就關注培訓效果這個問題，都在進行各種各樣的研究和探索，以期培訓的效果最大化，但國內關於培訓效果影響因素的研究還比較少。本研究運用自編問卷對影響培訓效果的個人因素構成進行了測試研究，在此基礎上探討了培訓效果評估的結構，並對如何提高企業培訓效果提出了一些建議。通過文獻分析、專家訪談、現場調查等，本研究概括出了影響培訓效果的七個個人因素：期望I、期望II、工作參與度、自我效能、學習動力、轉化動力及轉化感知。在對各因素進行分析的基礎上，編製出了一套由69 道題目組成的「培訓效果影響因素問卷」。對測試資料的分析結果表明，問卷具有較高的信度與效度。經過對315 名參加過「團隊建設」培訓的學員及其直接上司的實際測試，本研究分析了培訓效果在七個個人因素上的表現水準。同時，檢驗了「培訓效果影響因素問卷」及各分問卷的構想效度。驗證性因素分析表明，各問卷及總問卷的構想效度都表現良好。總之，本研究開創性地探討了影響培訓效果的個人因素。如何更好地干預這些影響因素，提高培訓的效果，仍有待進一步深入研究。

Theoretical circles paid attention to this issue very early and conducted various studies & researches so as to maximize the training effectiveness. However, there are little domestic studies in this area. With the scale developed by the author, the paper explores the trainees’ attributes that influence the training effectiveness, and probes into the structure of the training evaluation, then suggests how to improve the effectiveness. Through literature analyzing, talking with experts, field studying and so on, the paper generalizes individual and organizational factors that influence the training effectiveness, among which there are 7 trainees’ attributes: expectation I, expectation II, job involvement, self-efficacy, learning motivation, transfer motivation and perceived training transfer. Based on the analysis, we make up “training effectiveness scale” with 69 items. The results indicate the scale has high reliability and validity. The paper tests the construct validation of “the training effectiveness scale” and the subscales with the 315 subjects (trainees who participated the teambuilding training within the past year and their direct bosses). The results of Confirmation Factor Analysis (CFA) show, the construct validation of the scale and subscales is good. The model consisted of individual variables, organizational variables and training outcome measures, fits in well with actual data. In a word, the study pioneers the probing into the individual factors that have impact on the training effectiveness. There remains the need for further deep study on how to interpose the factors and improve the training effectiveness.