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[[alternative]]Training Input, Training Process and Training Effectiveness-Human capital perspective

By [[author]]王志新 and 王志新


碩士商業教育學系[[abstract]]本研究旨在發展適用我國企業訓練產出的變動性人力資本指標,用以衡量訓練計畫,並探討國內訓練投入、訓練實施程序與訓練產出之關聯性與影響力。研究方法為文獻分析法、模糊德懷術與問卷調查法,並以98、99年參與職訓局所舉辦之協助企業人力資源提升(個別型)計畫者為研究對象進行普查,再以描述性統計、t檢定、變異數分析,因素分析、皮爾森積差相關分析、迴歸分析等方法進行資料分析。本研究所產生之結論可分為兩部分:(1)指標之建構:經由文獻分析法、模糊德懷術等研究方法萃取出23項經由教育訓練而使組織人力資本有所影響之指標(變動性人力資本指標),用以衡量我國訓練產出之績效;(2)企業現況調查分析,研究結果發現企業自行規劃的訓練班數對訓練實施程序有顯著之差異以及訓練投入對訓練產出亦有正向影響。最後,本研究依據研究結果與結論,對相關企業的員工訓練與後續研究者提出具體建議以供參考。[[abstract]]The purpose of this study was to explore the relationships and influences level among training input, training procedure and the training output. The results of two phases of research methods were:In phase one, Fuzzy Delphi Method was used to elicit the human capital index. Twenty - three human capital were identified by the exports. In phase two, the questionnaires were sent to the applicants of training alliance individual projects of Bureau of Employment and Vocational Train applied both in 2009 and 2010.A total of 76 valid returns, it indicated the current organizational human capital situation on local companies.The collected data were analyzed by descriptive statistics, t-test, one-way ANOVA, factor analysis, Pearson correlation, multiple stepwise regressions and block regression analysis. The results of phase two: The organization training procedure was a significant difference by the numbers of organization self-designed training calss. Moreover, the result showed organization training input had a positive influence on organizational output.Based on the findings and cinclusions, this study also provided some recommendations for relevant enterprises and further syudy

Topics: 訓練投入;訓練實施程序;訓練產出;變動性人力資本指標, Training Input;Training Process;Training Effectiveness;Human Capital Index, [[classification]]21
Year: 2010
OAI identifier: oai:localhost:987654321/5114
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