A study of the Personnel Demand for Training in Taitung County

• Main Authors: CHIU-HSIA CHANG, 張秋霞
• Other Authors: WANG MING CHUNG
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/nn32pw

碩士 === 國立臺東大學 === 教育研究所 === 95 === According to the related researches of human resource personnel in Taiwan, the high turnover rate and inefficient service level have been causing the perplexing problems for the local government. Previous scholars also discovered that training can contribute to enthusiastic service attitude, professional skills and good communication and coordinating abilities. Accordingly, at the stance of human resource personnel, the purposes of this study are how an individual and serving organization influence (1)the motivation of participating training, (2)the way of training and (3)the demand of training. Furthermore, we discuss the reasons for motivation of participating training and the content of training in real cases. The sample of questionnaire is collected from HR personnel of 180 educational institutions in Taitung county. We distributed 229 questionnaires, and 188 questionnaires were deemed useful, which represents a response rate of 82.09%. The results indicate that 1.The serving organization and individual attributes such as gender, seniority, age, position, training hours and performance have no significant impact on training motivation. The only individual attribute which shows significant impact on training motivation is the educational background. In other words, it indicates that HR personnel with different educational background contributes to the motivation of participating trainings. 2. HR personnel who serves in public educational institution has the highest recognition of off-job training as well as the one who takes more than 41 hours. 3. Female and HR personnel with performance A have higher demand for communicatiom and coordinating training than male and HR personnel with performance B. HR personnel has higher demand for proficiency and skill training, while general personnel has higher demand for leadership and management training. HR personnel in public educational institution has higher demand for communication and coordinating training. 4. HR personnel with higher motivation of participating training will have higher recognition of on-job and off-job training. In addition, they have higher demand for proficiency, policies and laws, leadership and communication and coordination trainings. According to the research results, government institutions are expected to concern the attributes of HR personnel and the differences of serving organizations while assigning trainees, planning training content and training methodology. Furthermore, focusing on the balance of on-job and off-job training, and reinforcing leadership management courses to manager level, HR planning courses, communication and coordination courses through computer assistance, the completeness of e-learning, setting up specialties in charge of training issues are very helpful to develop efficient training as well as responding HR demand.