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題名:企業教育訓練評鑑方法應用之研究~Kirkpatrick四層次模式理論分析的觀點
作者:劉淑芬 引用關係
作者(外文):Shu-fen Liu
校院名稱:國立中正大學
系所名稱:成人及繼續教育所
指導教授:魏惠娟
學位類別:博士
出版日期:2007
主題關鍵詞:training evaluationKirkpatrick four-level evaluation model
原始連結:連回原系統網址new window
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人力資源是知識經濟時代重要的資源,人力的訓練與發展也是企業提昇競爭力的一個重要方法。由於訓練是企業的一種成本,包括金錢、時間和人力的投入,這種投入能否產生效益,是企業應該關心的問題,Kirkpatrick的訓練評鑑四層次模式是訓練界最廣為運用的評鑑,但是以往都被視為是一種概念性的理論,做為研究及實務應用的工具,較少對模式本身做實證研究。本研究的目的主要在探討四層次模式在企業界應用的情形及企業界對四層次模式的重要性認知及困難度認知,並探討企業屬性與企業在四層次評鑑重要性認知、困難度認知及應用程度的關係。
本研究以自編問卷為工具,以台灣營收排名前1000大企業為研究對象,回收有效樣本企業190家,分析方法採用描述統計分析、因素分析、t檢定、單因子變異數分析、相關分析及多元迴歸分析,研究結果之重要發現如下:
1.企業對四個層次評鑑的重要性認知都很高,但愈高層次重要性相對愈高。
2.企業對四層次評鑑困難度認知與四層次的應用程度有顯著負相關,且缺乏專業人才及缺乏可行方法是主要的評鑑困難項目。
3.企業屬性中僅「有無專責訓練單位」對反應及學習層次的整體應用比例有顯著影響。員工人數、行業別、內部訓練比重對四層次的整體應用無顯著影響。
根據研究結果,本研究對企業界、教育訓練實務工作者、成人教育組織及未來研究提供若干建議,做為實務及理論之參考。
As human resource has become one of the most important resources for running businesses in the 21st century, training has also become one way to promote businesses’ competitive advantages. Training may cost time, money and other input; therefore, companies will be looking for ways to more effectively understand how training programs are being evaluated and perceived regarding the value that the programs bring to the organization. The four-level evaluating framework proposed by Donald L. Kirkpatrick has dominated thinking and practice of training evaluation; however few studies investigate the model itself.
The present study focused on examining questions about the application of the Kirkpatrick model and the relationship between the cognition of its importance, the cognition of its difficulties and its application. Based on the Kirkpatrick model, a questionnaire survey was applied and 190 valid samples were collected from the top 1000 Taiwanese companies.
By using statistic methods of Pearson’s correlation, t-test, multiple regression, and ANOVA, several important results were found. First, all levels of the four-level evaluation were peceived to be important, although the higher level was recognized as comparatively more important. Second, the difficulty of implementing four-level evaluation negatively influences its application, and a shortage of evaluation experts and a shortage of feasible methods are the major difficulties. Third, owning an independent training department was the only company attribute that positively affected the applicaton of the four level evaluation, while the number of employees, style of businesses and proportion of inhouse training didn’t have a significant effect.
Based on the results of this study, several recommendations are made for practical application and future related research.
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