A Study of Effectiveness of Training: with Environmental Management System Training of Taiwan Power Company as Example

• Main Authors: Bing- Shu Pan, 潘秉恕
• Other Authors: Chyr-Gwo Mau
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/73463589391747308810

碩士 === 國立交通大學 === 經營管理研究所 === 94 === Training evaluation is relevant to the effectiveness of organizational training, and has impact to the decision of training resources planning. However, most of training evaluation has only conduct the survey of trainee satisfaction, and even some has include the measuring of learned knowledge and skill, due to lack of pretest or control group to eliminate the threat of internal validate of training evaluation design, the true effectiveness of training still remain unknown. For the purpose of developing an easily facilitated training evaluation tool and procedure, and finding the influence of trainee characteristics as former experience, tenure and sex, on the learning outcomes, this study used quasi-experimental design as research method, and took 40 trainee of the environmental management system internal auditor training of Taiwan Power Company as experiment subjects. To eliminating the alternative explanation of training effectiveness, this study not only has conduct pretest, and also measured the trainee’s knowledge of untrained but relevant content as control. The data has been analyzed using t-test and Pearson’s correlation coefficient, and the results are as follows: 1. The scores of trainee on taught content have significant improvement between pre and protest, but not on untaught content, thus support the effectiveness of training of this study. 2. The training evaluation design used in this study is really feasible in organizational environment. 3. Those trainee without formal audit experience are more agreeable on the satisfaction item on “the difficulty of learning content is proper” and “the training method used is effective” 4. The elder the trainee, the learning outcome of verbal information is worse. 5. The degree of satisfaction of trainee to training is uncorrelated to the learning outcome of verbal information. This study suggests organization could apply the tool and procedure to collect evidence of training effectiveness, and use the results for decision of organizational training resource planning. Besides, this study suggest taking in to account of whether the trainee has former relevant experiment and tenure, as parts of personal analysis of training needs analysis, and modify the setting of targeting trainee, training design and training method accordingly, for ultimately maximizing the effectiveness of organization training.