| Summary: | 碩士 === 國立彰化師範大學 === 工業教育學系 === 89 === This study was to explore the competency connotation of trainers for manufacturing and service industries, to understand the difficulties of training, and further, to establish the cultivating strategy. In order to accomplish the purpose, several methods were utilized such as document analysis, interview and questionnaire survey. At first, this study collected and analyzed the literature regarding training and human resource development and related researches. Then, five interviews were conducted with five trainers from companies of manufacturing and service sectors.
The population of the study was trainers of manufacturing and service industries in Taiwan. There are totally 300 questionnaires were contributed and 194 ones were returned including 181 return. The usable rate of return was 60.3%. The collected data was analyzed by a number of statistical methods such as descriptive statistics (including frequency distribution, percentage, mean and standard deviation), t-test, one-way ANOVA, Pearson product-moment correlation and Chi-square test.
According to the results of the statistical analysis, the study discover that the most difficulties of promoting training were “shortage of incentives” and “lack of employees’ participation” et al. Furthermore, five major competencies and forty four detailed competencies were identified. For major competencies, “continuing to learn” was the most important in the aspect of general competency. “Choosing suitable project” was the most important in the aspect of analyzing the demands of training. “Building nice climate of learning” and “controlling interaction of instruction” were the most important in the aspect of instruction and evaluation. “Setting objectives” was the most important in the aspect of management and promotion. Ultimately, “choosing and assess teaching materials” was the most important in the aspect of developing curriculum and teaching materials. In addition, the competencies of instruction and evaluation were the most insufficient for the trainers. Moreover, the trainers who their companies don’t have the department of training, degrees of senior high schools or senior vocational schools, not the chief of training, part time and unexperienced are more inadequate for their professions.
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