A study of Employees’ Training Needs and Training Effectiveness for the High-Tech Industry－Hsin-Chu Science-Based Industrial Park as an example

• Main Authors: Yu-Chen Yeh, 葉育甄
• Other Authors: 李憶萱
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/41988537220094646874

碩士 === 國立中央大學 === 企業管理研究所 === 95 === The purpose of this study is to investigate the current implementation of training and development in Hsin-Chu Science-Based Industrial Park, to evaluate the reaction level of training results, and to assess training needs in the future. Moreover, the suggestions regarding some critical training issues were provided for corporations in Hsin-Chu Science-Based Industrial Park. The framework of this study includes training needs assessment, competence assessment which was adopted from McGehee & Thayer’s study (1961), and training evaluation which was adopted from Kirkpatrick’s study (1994). Literature reviews, qualitative research method, and questionnaire survey were employed in this study. Naturalistic inquiry was conducted to analyze qualitative data. The descriptive statistics, MANOVA, paired-sample T test, and non-parameter tests were used to analyze the quantitative data. According to the conclusion, it was found that over half of the corporations in Hsin-Chu Science-Based Industrial Park have comprehensive resource for employees’ training and development. During the planning phase of training, task analysis, organization analysis, individual analysis, and competence analysis need to be conducted. After implementing the training programs, the training results need to be evaluated. The results of this study also show that in-site lecturers and apprenticeship training programs are widely used in the high-tech companies. Most of e-learning program were applied to executive training programs; however, it wasn’t widely implemented in the corporations. Suggestions for the study implied that training budget should be adjusted in according with the organizational needs. The training programs should be focused on executive development. It is also suggest that in-house training and external training could be implemented to develop employees’ professional knowledge, skills, interpersonal skills, and foreign language abilities. Training programs which combined with virtual and substantial training could be used to substitute for 25％~50％ substantial training programs.