查詢結果分析
來源資料
頁籤選單縮合
題名 | 員工培訓成效評估之研究=The Evaluation of Training and Development: An Empirical Study |
---|---|
作者 | 林月雲; 邱宏益; Lin, Yeh-yun; Chiu, Hung-yi; |
期刊 | 人力資源學報 |
出版日期 | 19970600 |
卷期 | 7 1997.06[民86.06] |
頁次 | 頁67-83 |
分類號 | 494.386 |
語文 | chi |
關鍵詞 | 培訓; 培訓評估; Training and development; Training evaluation; |
中文摘要 | 在全球日趨競爭的經濟體系下,組織效能與效率的議題已不容忽視。企業在種種的衝擊下,必須擁有專精與忠誠的人力資源方能永續經營。培訓評估的落實可以協助培訓資源有效的運用與發揮,取得未來人力資源之優勢。本研究檢視國內企業於學習與行為兩層次之評估,主要的發現為(1)國內企業對於員工培訓之行為層次評估仍嫌不足,(2)成立獨立之培訓單位有助於學習層次之評估,(3)培訓單位主管之位階越高越有助於學習層次之評估,(4)培訓主管、直屬主管之參與顯著地預測學習層次評估之完善度,(5)完善之學習層次評估,較頻繁之評估時距顯著地預測行為層次評估之完善度,(6)培訓評估之最大瓶頸為冷析技術不足,(7)落實培訓評估可以採行培訓評估與績效考核結合、宣導員工參與、以及培訓結果歸檔追蹤。 |
英文摘要 | Under the impact of global competition, qualified human resources are regarded as the key to sustained competitive advantage. Training and development shoulders the responsibility to nurture qualified and committed work force. The effectiveness of training and development relies on training evaluation. Focusing on learning level and behavioral level training evaluation, major findings of this research include (1) behavioral level evaluation needs to be more frequently utilized, (2) those compaines with independent training units and with higher level training managers ahve better learning level evaluation, (3) the involvement of training managers and that of direct supervisors can significantly predict the effectiveness of learning level evaluation, (4) better learning level evaluation and more frequent training evaluation can significantly predict the effectiveness of behaivioral level evaluation, (5) lacking of analysis technique has been rated as the number one problem in training evaluation, (6) linking training evaluation system with performance apraisal system, employee involement and proper filing facilitate a better training evaluation. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。