我國高級文官管理才能培訓成效之研究

An Evaluation Study of Management Development Program for Senior Civil Servants of Taiwan

徐君芳(Chun -Fang Hsu)

指導教授 ： 黃一峰

淡江大學/管理學院/公共行政學系公共政策碩士班/碩士(2006年)

https://doi.org/10.6846/TKU.2006.00349

摘要

員工訓練可以提升組織人力的素質、促進員工持續成長、提升營運績效與組織競爭力，我國政府近年來，開始重視高級文官的訓練與訓練成效的評估。訓練評估以Kirkpatrick的四層次模式最為學術界、企業界所常引用，本研究以Kirkpatrick訓練評估模式為基礎，以深入訪談的方式，對於參加「公務人員薦任升簡任官等訓練」的學員及其人事主管就受訓學員的行為層次做一評估，本研究以『影響受訓者將訓練所學應用在工作行為之重要面向』為自變項（個人特質、教育訓練、工作環境），探討和行為層次移轉（管理能力、人際能力及個人能力）間，是否有顯著的關係存在。經過資料分析顯示，我國高級文官的核心職能，可分為管理能力、人際能力及個人能力三大構面，包含14項核心職能。而受訓者的參訓動機，多為升官上的考量，而政府則是希望藉由升官等訓練，提升我國簡任文官的核心職能，也藉此淘汰不適任之文官，個人與組織間的動機可謂截然不同，故應使個人與組織的目標互相結合，提昇受訓者對於訓練課程的興趣，才能發揮訓練的功效。本研究發現：在訓練內容上應多注重專業課程，而非一般通識課程，專業課程對於提昇高級文官的核心職能，才有真正的幫助。在訓練設計方面，多數的受訓者對於訓練的講座、教材及內容均表滿意，並希望可以進一步將理論與實務互相結合，以利訓練後行為的移轉。在工作環境方面，受訓者的上級主管及同事，對於此訓練的態度大多是非常支持，此態度也造成受訓者願意花更多的心力於訓練上。大體而言，受訓者對於升官等訓練給於正面的肯定，也希望上述意見，能使我國高級文官因升官等訓練，有效提昇公務同仁的工作績效。

關鍵字

核心能力 ； 訓練 ； 高級文官 ； 評估

並列摘要

It can improve the quality of manpower in an enterprise, make continuous growth for employees, and promote the performance and competitiveness for organization by employee training. So, recently, our government starts thinking highly of the training program and it’s assessment for Senior Civil Servants (SCS). Based on Kirkpatrick’s evaluation models, this study was carried out by in-depth interview in order to find out the improvement of training. The performance of training will be effected by three dimensions: trainee characteristics, design of training, and working environment, which are the independence variables in this research, whereas the dependence ones are management capability, human skills and personal capability named dimension of behavioral level.
The core competencies of the SCS in our country are managerial ability, interpersonal ability and personal ability including 14 key factors. The training programs designed by government try to improve and develop the core competencies of SCS to achieve organizational goal, while most of servants care more about the promotion in office for themselves when participating training. The motivations of individuals and government may (can) be completely different, and therefore, the destination of effective training program should combine both of them.
The findings of this thesis are as follows:
1.Training content with more professional but general courses.
2.Training design with both theories and practices for training translation.
3.Supported by boss and colleague making trainee more effort.

並列關鍵字

core competencies ； training ； Senior Civil Servants ； evaluation

參考文獻

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