管理才能發展訓練方案成效評估：以公部門教育訓練機構為例

Training Evaluation of Management Development Training Program: A Case Study of Public Sector Training Institution

黃佳純(Jie-Tsuen Huang) ； 謝慧賢(Hui-Hsien Hsieh)

《人力資源管理學報》 11卷3期 (2011/09) Pp. 1-26

https://doi.org/10.6147/JHRM.2011.1103.01

摘要

隨著強調實際貢獻的課責要求及結果導向績效管理制度之興起，人力資源發展乃由過去的活動導向轉為成果導向，而訓練評估的焦點也應延伸至更高層次的評估，如訓練效用與投資報酬率。因此，本研究乃以一結合Kirkpatrick四階層評估模式與效用分析的訓練評估架構，透過個案研究方式針對公部門訓練專責機構所舉辦之管理才能發展訓練方案進行系統化的訓練成效衡量與評估。結果顯示，受訓者在反應、學習、行為、成果等四個評估層級中皆有良好的訓練成效，且經由效用分析得知此管理才能發展訓練方案能夠產生3,233,385（元）的淨經濟效益，整體訓練方案的投資報酬率為718%。最後，結論乃針對人力資源發展人員、組織管理者、公部門訓練機構等三方面與未來研究方向提出相關建議。

關鍵字

訓練評估 ； Kirkpatrick四階層評估模式 ； 效用分析 ； 公部門教育訓練 ； 管理發展

並列摘要

Accompanying the rise of accountability demands and outcome-based performance management, Human Resource Development will move from activity-based in the past toward more results-based. In addition, the focus of training evaluation should extend to higher levels such as the utility and return on investment of training program. Therefore, for building a both activity-based and result-based model, this study proposes a training evaluation framework combining Kirkpatrick's four-level evaluation model and utility analysis and conducts a case study on a management development training program implemented by a public sector training institution. The results indicate that the trainees have satisfactory outcomes in the four evaluation levels of reaction, learning, behavior, and results. Meanwhile, through utility analysis, the net benefits of the management development training program is NT$ 3,233,385, and the program's return on investment is 718%. In conclusion, suggestions towards human resource development professionals, organization managers, public sector training institutions, and future research are provided.

並列關鍵字

training evaluation ； Kirkpatrick's four-level evaluation model ； utility analysis ； public sector training ； management development

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