The Research of Employees On-Job Training Evaluation in Chinese Petroleum Company -To Cite the Example of CPC''s Chia-I Training Center.

• Main Authors: Ben-Chu Cheng, 鄭本竹
• Other Authors: Wen-Hai Chih
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/20487204280254750035

碩士 === 國立東華大學 === 企業管理學系 === 91 === Employee training can promote the quality of manpower in an enterprise, push ahead the continuous growth of employees, promote the business achievement, and organizational competitiveness. Therefore, enterprises with certain scale usually place much importance on the application and evaluation of employee training.” Kirkpatrick’s four levels model” is the most dominant training evaluation in the academic and business field. With the methodology of questionnaire, this study was carried out on the basis of Kirkpatrick’s models, assessing the reaction level, learning level, and behavior level of the trainees in CPC’s training course. In this study, the training implementation, execution, achievements of the courses were analyzed with the method of ‘factor analysis’ to five factor dimensions as the arrangement of training equipments, the design of training courses, the completion of training goals, the design of training methods, and the degrees of trainees’ endeavors. The post-training behaviors of the employees were divided into two factor dimensions, the visible changes of behaviors and the hidden changes of behaviors. Variance analysis was applied to variables of the demographics of trainees and supervisors and trainees’ characters to see if there are significant differences in each factor dimension. The result of data analysis shows that the degree of CPC’s trainees’ satisfaction in each factor of training implementation, execution, and achievements of the courses is very high. The change of working behaviors of the employers after the training is acceptable to the trainees’ supervisors. With the variance analysis, the demographics of the trainees in the five factor dimensions appear significant differences. The demographics of the trainees’ supervisors in the two factor dimensions of the change of behaviors show no significant differences. Trainees’ personalities only show significant differences in ‘the degrees of trainees’ endeavors’. From this study, we know that the trainees are satisfied with each factor of the training implementation, execution, and the achievement of the courses. However, the trainees’ supervisors show low degree of satisfaction in trainees’ working wills and spirits. As a result, to improve the mental education in order to promote the employees’ working wills and spirits should be part of the CPC’s future work.