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研究生:古家羚
研究生(外文):KU, CHIA-LING
論文名稱:企業教育訓練設計與員工績效間關係之研究
論文名稱(外文):Research on the relationship between corporate education and training design and employee performance
指導教授:陳建丞陳建丞引用關係
指導教授(外文):CHEN, CHIEN-CHENG
口試委員:徐啟勝耿慶瑞陳建丞
口試委員(外文):HSU, CHI-SHENGKENG, CHING-JUICHEN, CHIEN-CHENG
口試日期:2021-06-07
學位類別:碩士
校院名稱:國立臺北科技大學
系所名稱:管理學院經營管理EMBA專班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2021
畢業學年度:108
語文別:中文
論文頁數:80
中文關鍵詞:教育訓練績效訓練評估企業員工績效
外文關鍵詞:Education TrainingPerformanceTraining evaluationCorporate employee performance
相關次數:
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  • 下載下載:18
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隨著網路科技的崛起,各行各業強調快速創造利益貢獻的要求及結果導向績效管理制度之興起,人力資源發展也從過去的活動導向轉為成果導向,而教育訓練的規劃不可一成不變,提升訓練績效評估的焦點是否也應延伸至更高層次,並且更具體,如訓練效用與透入教育訓練的投資報酬率。
本研究乃結合實務與理論的探討,以保險業的教育訓練規劃方式與員工績效的關聯性,於成效及評估方法中相互影響的關鍵因素,再透過問卷訪談中發現保險公司驗證教育訓練的績效評估方式,多以對受訓員工對課程滿意度的問卷調查及員工的業績績效展現為參考依據。在結合 Kirkpatrick 四階層評估模式的訓練評估架構,實務上針對受訓者在反應、學習、行為、成果等四個評估層級中是否有良好的訓練成效,因為每個公司的文化差異,多數公司也僅評估反應及學習兩個階段作為參考,這也是未來應該改善的步驟。因為唯有客觀的成效評估系統企業管理才能發展有效的訓練方案,能夠產生更多對員工成長有具體幫助的經濟效益,創造更佳的企業競爭力。

With the rise of Internet technology, various industries emphasize the requirement of rapid profit creation and contribution and the rise of result-oriented performance management systems. Human resource development has also changed from the past activity-oriented to result-oriented, and the planning of education and training cannot be statically improved. Whether the focus of training performance evaluation should also be extended to a higher level and more specific, such as training effectiveness and return on investment.
This research combines practical and theoretical discussions, using the relevance of the insurance industry’s education and training planning methods and employee performance, and the key factors that influence each other in the effectiveness and evaluation methods, and then through questionnaire interviews, it is found that insurance companies verify the performance of education and training. The evaluation method is mostly based on the questionnaire survey of the trainees’ satisfaction with the courses and the performance of the employees. In the training evaluation framework that combines the Kirkpatrick four-level evaluation model, in practice, the trainees are targeted at whether the trainees have good training results in the four evaluation levels of response, learning, behavior, and results. Because of the cultural differences of each company, most companies only The two stages of evaluation response and learning are used as references, which are also steps that should be improved in the future. Because only an objective effectiveness evaluation system and corporate management can develop effective training programs, which can produce more economic benefits that are concretely helpful to the growth of employees and create better corporate competitiveness.

目錄
摘要 i
ABSTRACT ii
誌謝 iii
目錄 iv
表目錄 v
圖目錄 vi
第一章 緒論 1
1.1 研究背景及動機 1
1.2 研究目的 6
1.3 研究架構流程 9
第二章 文獻探討 10
2.1教育訓練 10
2.2 訓練、教育及發展的定義 11
2.3 教育訓練的實施 13
2.4 教育訓練與組織績效的關係 22
2.5 教育訓練的成效評估 26
第三章 研究方法 40
3.1研究重點 40
3.2研究資料分析方法 40
3.3受訪對象與訪談問題 41
3.4研究流程圖 44
第四章 研究結果分析與討論 45
4.1訪談內容分析 45
4.2綜合討論 50
第五章 研究結論與建議 52
5.1研究結論 52
5.2研究限制 59
5.3研究建議: 61
參考文獻 65
附錄 75
附錄ㄧ、A公司訪談問卷 75
附錄二、B公司訪談問卷 77
附錄三、C公司訪談問卷 79


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