Development of the Comprehensive Training Design Competencies for Human Resource Professionals in Taiwan_

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題名：	Development of the Comprehensive Training Design Competencies for Human Resource Professionals in Taiwan
書刊名：	交大管理學報
作者：	林怡君／范凱棠／陳心懿／李郁澄
作者(外文)：	Lin, Yi-chun／Fan, Kai-tang／Chen, Angela Shin-yih／Lee, Yu-cheng
出版日期：	2014
卷期：	34:1
頁次：	頁141-176
主題關鍵詞：	訓練；訓練設計職能；人力資源；內容專家；顧問諮詢；Training；Training design competencies；Human resource；Subject matter expert；Consultation relationship
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(3) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:3 共同引用:0 點閱:47

本研究目的為了建構與驗證多構面的訓練設計職能量表，主要使用三個步驟檢驗其建構效度（N=497）。這些訓練職能中包含了ADDIE訓練系統（分析、設計、發展、執行、評估）以及與諮詢內容專家的能力，以評估人力資源專業人員從事訓練工作之職能。本文主要採用探索性因素分析與驗證性因素分析進行檢驗。研究結果顯示，訓練設計職能量表主要分成三個構面，分別為：訓練規劃、訓練結果及諮詢內容專家的能力。因此，本文提供了從事人力資源相關的人員一個有效的量表來發展其專業職能，以便規劃出有效的訓練課程。

以文找文

The purpose of this study is to construct and validate a multidimensional measurement of training design competencies (TDC) by using three stages (N=497). These competencies include ADDIE training system (analysis, design, development, implementation, and evaluation) and consultation with subject matter experts (SMEs) when human resource professionals engage in a training job. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were conducted. The results demonstrated that the training design competencies were best represented by three dimensions: training planning, training outcome, and the consultation with SMEs. This study offers human resource-related practitioners a valid instrument to develop their professionals and to organize effective training programs.

以文找文

期刊論文
1.	Chen, S. Y.、Bian, M. D.、Horn, Y. M.(2005)。Taiwan HRD practitioner competencies:An application of the ASTD WLP competency model。International Journal of Training and Development，9(1)，21-32。
2.	Armstrong, J. B.、Sherman, T. M.(1988)。Caveat Emptor: How SME's Can Ensure good ID。Performance and Instruction，27(4)，13-18。
3.	Dick, W.(1988)。Working with Subject Specialists: A Commentary on Morrison and Tessmer。Journal of Instruction Development，11(2)，37-39。
4.	Herling, R. W.(2000)。Operational definitions of expertise and competence。Advances in Developing Human Resources，2(1)，8-21。
5.	Jacobs, R. L.(2006)。ISO 10015-the Trend of Training Quality。Training Magazine，43(8)，2-4。
6.	Lee, W. W.(1994)。Subject Matter Experts and Instructional Designers: Making Distinctions。Performance and Instruction，33(8)，23-25。
7.	Rothwell, W. J.、Ameson, J.、Naughton, N.(2012)。ASTD Competency Study: The Training & Development Profession Redefined。
8.	Tessmer, M.(1998)。Meeting with the SME to Design Multimedia Exploration Systems。Educational Technology Research and Development，46(2)，79-95。
9.	Wallington, C. J.(1981)。Generic Skills of an Instructional Developer。Journal of Instructional Development，4(3)，28-32。
10.	Bentler, P. M.、Bonett, D. G.(1980)。Significance test and goodness of fit in the analysis of covariance structures。Psychological Bulletin，88(3)，588-606。
11.	Fornell, Claes、Larcker, David F.(1981)。Evaluating Structural Equation Models with Unobservable Variables and Measurement Error。Journal of Marketing Research，18(1)，39-50。
12.	Arthur, Winfred Jr.、Edens, Pamela S.、Bell, Suzanne T.、Bennett, Winston Jr.(2003)。Effectiveness of training in organizations: A meta-analysis of design and evaluation features。Journal of Applied Psychology，88(2)，234-245。
13.	Alien, W. Clayton、Swanson, Richard A.(2006)。Systematic Training-Straightforward and Effective。Advances in Developing Human Resources，8(4)，427-429。
14.	Alien, W. Clayton(2006)。Overview and Evolution of the ADDIE Training System。Advances in Developing Human Resources，8(4)，430-441。
15.	Lin, Yi-Chun、Jacobs, Ronald L.(2008)。The Perceptions of Human Resource Development Professionals in Taiwan Regarding Their Working Relationships with Subject Matter Experts (SMEs) during the Training Design Process。Human Resource Development International，11(3)，237-252。
16.	Denden-Parker, A.(1981)。Instructional Technology Skills Sought by Industry。Performance & Instruction，20(1)，24-30。

會議論文
1.	Saner-Yiu, L.、Jacobs, R.L.、Wang, B.、Lee. C.(2005)。Quality standard of training: Implication for Research and practice of ISO 10015。4th Asian Conference of the Academy of Human Resource Development。Taipei, Taiwan。

研究報告
1.	Bureau of Employment and Vocational Training(2006)。Outline of National Training Quality Plan。
2.	Cosh, A.、Duncan, J.、Hughes, A.(1998)。Investing in Training and Small Firm Growth and Survival: An Empirical Analysis for the UK 1987-97。London：HMSO。

學位論文
1.	簡慧茹(2003)。企業網路化訓練課程設計影響因素之研究(碩士論文)。國立臺灣師範大學。延伸查詢
2.	邱玉芬(2003)。網路化訓練教學設計人員能力之研究(碩士論文)。國立臺灣師範大學。延伸查詢
3.	Keppell, M. J.(1997)。Development and Pilot-testing of a Method to Assist Instructional Designers Elicit Unfamiliar Content from Subject Matter Experts(博士論文)。University of Calgary，Alberta, Canada。
4.	Lin, Y. C.(2006)。The Perceptions of Human Resources Development Professionals in Taiwan Regarding their Working Relationships with Subject Matter Experts (SMEs) during the Training Design Process(博士論文)。Ohio State University，Columbus, OH。

圖書
1.	Cooper, D. R.、Schindler, P. S.(2010)。Business research methods。New York, NY：McGraw-Hill/Irwin。
2.	Block, P.(2011)。Flawless Consulting: A Guide to Getting Your Expertise Used。San Francisco, CA：Jossey-Bass Pfeiffer。
3.	Dick, W.、Carey, L.(2011)。The Systematic Design of Instruction。Dallas Texas：Upper Saddle River, NJ：Harper Collins：Pearson。
4.	Gagné, R. M.、Wager, W. W.、Golas, K. C.、Keller, J. M.(2005)。Principles of Instructional Design。Wadsworth/Thompson Learning。
5.	International Board of Standards for Training, Performance, and Instruction(1988)。Instructor Competencies: The Standards。New York, NY：Longman。
6.	Noe, R. A.(2012)。Employee Training and Development。McGraw Hill, Inc.。
7.	Moller, L.(1995)。Working with Subject Matter Experts。Tech Trends。
8.	Pinto P. R.、Walker, J. W.(1978)。Study of Professional Training and Development Roles and Competencies。Madison, WI：American Society for Training and Development。
9.	Rothwell, W. J.(2007)。ASTD Models for Human Performance Improvement Roles, Competencies, and Outputs。Alexandria, VA：American Society for Training and Development。
10.	Rothwell, W. J.、Sanders, E. D.、Soper, J. G.(1999)。ASTD models for workplace learning and performance: roles, competencies, and outputs。Alexandria, VA：The American Society for Training and Development。
11.	Gorsuch, R. L.(1983)。Factor analvsis。Hillsdale, NJ：Lawrence Erlbaum。
12.	McLagan, P. A.(1983)。Models for Excellence: the Conclusions and Recommendations of the ASTD Training and Development Competency stud。Washington, D.C：American Society for Training and Development。
13.	McLagan, P. A.(1989)。Models for HRD Practice: The Practitioner's Guide。Washington, D. C.。
14.	Hair, Joseph F. Jr.、Black, William C.、Babin, Barry J.、Anderson, Rolph E.、Tatham, Ronald L.(2009)。Multivariate Data Analysis: A Global Perspective。Prentice-Hall。

圖書論文
1.	Jacobs, R. L.(2001)。Managing Employee Competence in Global Organizations。Maximizing Human Intelligence Development in Asian Business。New York, NY：Palgrave。
2.	Mackenzie, K. D.、House, R.(1979)。Paradigm Development in the Social Sciences。Research in Organizations: Issues and Controversies。Santa Monica：Goodyear Publishing。
3.	McGrath, J.(1979)。Toward a Theory of Method for Research on Organizations。Research in Organizations: Issues and Controversies。Santa Monica, CA：Goodyear Publishing。
4.	Salas, E.、Cannon-Bower, J. A.(2004)。Designing Training System。Handbook of Principles of Organizational Behavior。Malden, MA：Blackwell Business。
5.	Swanson, R. A.、Torraco, R. J.(1995)。The History of Technical Training。The ASTD Technical and Skills Training Handbook。New York, NY：McGraw Hill, Inc。
6.	Reigeluth, C. M.(1983)。Instructional Design: What is it and why is it?。Instructional Design Theories and Models: An Overview of their Current Status。Hillsdale, N. J.：Lawrence Erlbaum。

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