教育訓練成效評估之研究──以觀光產業和高科技產業人力資源部員工為例

The Empirical Study on the Evaluation of Training Programs - In the Case of HR Professionals for Tourism and High-tech Industry

本研究旨在探討人力資源部員工其受訓動機與教育訓練成效之相關性。以台北、新竹、台中地區之觀光產業與高科技製造業人力資源部員工為例。研究採集群分析、單因子變異數分析和路徑分析檢定各項假設之驗證。研究結果更提出以下建議：1.受訓前，應先進行個人需求分析，以了解受訓員工之實際需求；2.加強訓練課程內容的宣傳，以激起受訓者對訓練課程之興趣；3.針對不同性質的課程，施以不同的訓練方法，以提升受訓者對訓練課程的滿意度，進而增進其學習狀況與改善其行為；4.為促進員工參與受訓的動機，並加強其將所學運用於實際工作中，應結合員工個人需求與其先前訓練結果；5.教育訓練的規劃，須與公司的經營目標結合、發展策略以及員工的生涯發展相配合，才能使員工獲得配合企業發展與擔任未來職務所需的知識、技能及態度。本研究成果指出一項重要因素來說明人資部員工能力的促進將會與訓練需求有所關聯。簡略的來說，本研究將人資部員工在組織中的功能和角色予以清晰明朗化，並解釋了人資部員工真實的訓練需求。

The aim of this study was to examine the co-relation between the training motivation and training evaluation by means of the‘Kirkpatrick’s model’concerning the evaluation of the training results. The sampling objects of this study are the HR professionals in Tourism industry and High-tech industry in Taipei, Hsinchu and Taichung. Statistical analysis included cluster analysis, ANOVA analysis, and path analysis. Finally, according the finding of this study, we would attempt to offer several suggestions: First, before go on a training program, it should be have needs assessment to know the really training needs and clarify if the training program fit the organizational development or not. Second, enrich the communication and promotion for the training program to stimulate the learning motivation for the training. Third, it is critical that to deliver the training programs with different training method and to meet the participants’satisfaction on the training program, then to improve the training outcomes. The next one, to promote the motivation and interest on the programs, and to ensure the learning transferring of the training, we need to consider the HR’s demographic traits and previous training experience when we plan the training programs. The final one, we have to integrate the consideration of the business strategy, organizational development and transformation into the design and implementation of training program; and also to facilitate the programs with the staffs’cooperation. The suggestion will enhance the HR professionals’capability, to commit the professional advance, to ensure the profit-making. The anticipant results would indicate the pivotal elements account for HR competency and will further show the linkage with the needs for T&D. In short: the research deliver a set of clear concepts for HR performance and the role of HR in their organization; illustrating the real needs for HR professional training programs.