數位學習在企業訓練之運用－以F公司為例

Implementation of E-Learning in Enterprise Training-The Case of F Company

吳崑隆(Kun-lung Wu)

指導教授 ： 廖森貴

國立臺北科技大學/管理學院/商業自動化與管理研究所/碩士(2005年)

摘要

創新需要知識，知識來自學習，學習是現代組織最重要的一項活動，任何組織要在變動環境下保持競爭力，只有依賴員工不斷的學習並運用新知識，才能持續因應未來市場的競爭與挑戰。
數位學習是提供組織成員透過快速且資源豐富的網路學習環境來進行學習，藉以達成知識的取得和績效提升的有效方式，學習者必須以不同以往的態度與觀念進行學習。
本研究藉由文獻探討，並透過深度訪談，探討企業推動數位學習之執行狀況，期望本研究內容可提供有意導入數位學習之企業，做為參考模式，協助企業克服所面臨的問題，降低導入成本與風險，並獲致良好成果。
最後依據個案資料實證分析結果，研究者得到以下的結論：
一、推行數位學習應先評估企業自身的實際需求，及訓練活動的特性，建構全面性的數位學習藍圖，針對學習系統軟硬體配套、組織變革與發展策略，全盤考量並完整規劃。
二、數位學習是企業文化及員工學習行為的改變，成人的學習動機是相當多元而且複雜，企業應提供給員工適切、有效的數位學習環境，訓練執行人員必須協助員工解決問題，改變學習習慣與態度，讓員工能感受到學習的樂趣，願意主動學習，就能達成績效改善或行為改變的目標。
三、企業要先建置e化的環境，讓網路成為員工工作生活的一部份，當組織成員生活在共同合作與高度互動的環境時，數位學習就可自然地導入。
四、數位學習不僅是線上課程，還包括溝通、合作和資訊的分享。透過員工交流與分享，可以縮短學習時差，共同成長。知識分享與知識創造，是數位學習在知識管理中最主要的功能，如果組織缺乏知識分享的氣氛，制定具體的激勵措施，是讓知識分享能獲得員工支持的主要動力。
五、科技只是工具，內容才是訓練的重心，企業必須根據員工的工作需求，以及企業的整體環境，搭配設計多元的訓練方式，並重視課程規劃與課程內容品質，吸引員工持續學習，才能達到良好成效。

關鍵字

數位學習 ； 知識分享

並列摘要

Innovation requires knowledge and knowledge comes from learning. Learning is the most important activity in a modern organization. To sustain organization competitiveness in a changing environment relies on the employees’ continuousness learning and applying their new knowledge to enable the organization to respond to the competition and challenges of future markets.
E-learning provides the members of organizations with rapid and abundant resources through the network learning environment that enables them to acquire knowledge with better results. But the members of the organization need to apply different attitudes and different concepts in E-learning from those used in the past.
This thesis studies the current E-learning application in enterprises via bibliographic resources and thorough market surveying. We anticipate that the study will provide a reference paradigm to every enterprise that wants to introduce an E-learning method, reduce the training cost, and acquire good results.
According to the results of analyzing the information of all the cases, I have reached conclusions as follows:
1.Before enterprises apply the E-learning method, they have to review their practical needs and understand the characteristics of training activities then construct a digital learning blueprint. They also have to develop a strategy for applying the blue print, and take organizational reform and the company’s tactics into overall consideration.
2.E-learning can change the culture of an enterprise and the behaviour of the employees’ studying it. Human learning motives are complicated and diverse, so enterprises should provide suitable and efficient study environments for employees. Trainers should help employees to resolve problems and change their study attitude or habits in order to let them gain the pleasure of learning. For those employees who are willing to learn, they can improve their achievements and discover the pleasure of learning.
3.The enterprises should construct electronic surroundings so that the network becomes a part of the employee’s life. When members live in this kind of cooperative and interactive environment, it’s easy to introduce E-learning naturally.
4.E-learning is not only the lessons on the network, but also the platform for communication, cooperation and sharing of information. Through the communication and sharing between employees, they can grow together and reduce their study periods. The most important function of E-learning is the sharing and creation of knowledge. If an organization lacks the atmosphere of sharing knowledge, the organization has to establish encouraging measures which will become the major motivating power of knowledge sharing.
5.Technology is one learning tool but the most important part is the training program. In order to encourage employee’s learning motivation and reach the enterprise’s expectations, enterprises should try to design diversified training programs to meet employees’ needs based on their job functions, working environment and prospective need.

並列關鍵字

E-learning ； Sharing knowledge

參考文獻

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