Differential Analysis of Orientation Learning Satisfaction in One Company: A Case Study of X Manufacturer

• Main Authors: I-WEN LIN, 林怡妏
• Other Authors: Jihn-Chang Jehng
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/ymk98f

碩士 === 國立中央大學 === 人力資源管理研究所在職專班 === 106 === Providing training courses to employees is essential to every companies who pursue sustainability. The orientation is the most important stage of career development when the employees work in a company. It’s the first sight of the new hires would judge how well the company take care of them. The core value and all the trainings introduced and implemented to new comers during the orientation will also influence the adaptation to their jobs. The main reason why the company designed and conducted the orientation is to help new comers shorten the learning curve and become productive as soon as possible. Moreover, it cannot only be a good branding to attract more talent but reduce the turnover rate of new comers. The post-session learning satisfaction survey can help us understand whether the training meets the target audience’s expectation. And what can the training team improve and optimize the training plan. Basically, the training content should be general and include extensive knowledge applies to all new comers. The case study is focused on the learning satisfaction among all departments of one manufacturer in Taiwan. By average, t-test and ANOVA analysis within 293 feedbacks from 10 orientations, we’ve found there’s no significant differences among all departments or positions. The implication of management can be concluded as the orientation training is acceptable and requires minor adjustments. For future research, the training team can do more deep dives to each session or particular activities.