| Summary: | 碩士 === 中國文化大學 === 勞動學研究所 === 93 === In the knowledge era of 21th Century, knowledge transfer has played a crucial role for enterprises to sustain and increase competitiveness. How do enterprises achieve this goal by utilizing knowledge transfer within employees and optimizing it? This study is aimed to further discuss how much impact knowledge transfer through trainings on various knowledge transfer channels brings to enterprises in relation to learning effectiveness.
Case study method is applied in this study, with supplement of questionnaires, and the study outcome is based on the analysis of first-hand case study and questionnaires results and desk research of international and national documents. A reputable domestic computer skills education center, with its new staff training programs implemented between January 2003 and May 2004, has been selected as the case study for this study. This study is to analyze the differences regarding training effectiveness between face-to-face knowledge transfer and e-learning.
Findings are generated as below regarding the research outcome of the significant impact on the Company’s new staff training effectiveness with the knowledge transfer channels:
1.This case study shows that different ways of knowledge transfer does bring significant impact on the Company’s new staff learning effectiveness. Face-to-face knowledge transfer method outweighs the e-learning method, on account of: better leaning atmosphere, good interaction, and simultaneous problem-solving.
2.The impact of knowledge transfer channel, e-learning, is not as effective as face-to-face knowledge transfer method for new staff training, regardless in knowledge learning, affective learning or affective learning.
3.In terms of new staff knowledge learning effectiveness, face-to-face knowledge transfer method is able to achieve more significance than e-learning knowledge transfer channels in the areas of knowledge transfer, affective learning or affective learning.
|
|---|
