政府推動半導體產業人才培訓成效之分析研究

Analyzing the effectiveness of the training program for the semiconductor industry in Taiwan

呂正欽(Cheng-Chin Lu)

指導教授 ： 邱志洲 ； 高淩菁

國立臺北科技大學/管理學院/工商管理研究所/博士(2014年)

https://doi.org/10.6841/NTUT.2014.00662

摘要

近年來台灣高科技產業發展，已逐漸位居全球領導地位，然為使企業經營能持續保有競爭能力，台灣企業界仍不斷藉由內部教育訓練或外部訓練機構之人才培訓，強化其技術能量。這些技術培訓課程的設計目的是維持競爭優勢、提升人力素質及提升經營效率。由於員工訓練可以提升企業人力素質，提升營運績效與組織競爭力，是故企業皆非常重視訓練績效。過去有關訓練績效之研究，多數從企業內部教育訓練單位之角度來進行，鮮少針對外部訓練機構作效率之評估。
本研究之內容主要包含兩部份，第一，本研究結合兩種多準則決策 (Multiple Criteria Decision Making; MCDM) 工具，來辨識影響半導體人才培訓計畫推廣成效的關鍵成功因素 (Critical Success Factors; CSFs)。在這一部份的研究裡，我們除了透過專家訪談收集相關影響因素並建立層級因素表，利用模糊層級分析法 (FAHP) 計算影響訓練機構執行培訓成效的決策因素權重及排序外，也運用折衷排序法 (VIKOR)客觀的確立關鍵的成功因素。相關的研究成果除了可協助培訓單位聚焦於關鍵成功因素外，根據關鍵因素的權重結果，培訓單位可以有效適當的進行資源的分配，以更省成本及更有效率的方式來推廣培訓課程。在第二部份的研究內容裡，我們則是提出了一個時空獨立成分分析法（stICA）與資料包絡分析法（DEA）的兩階段法，針對培訓機構之執行效率進行分析。分析結果將可區別訓練機構的表現差異，並提升訓練機構於開班業務推廣及執行時之績效。
實證結果顯示：在影響訓練機構開班成效之關鍵因素方面，主要有開課時間、產業人才需求強度及廠商對培訓機構專業能力的認知；另外有關測定培訓機構效率部分，兩階段方法之進行不但能區別訓練機構的表現差異，也能夠改善傳統DEA方法在效率計算時的鑑別能力。本研究結果可提供擬增進開班成效與培訓效率的訓練機構做參考。
後續研究建議：根據本研究關鍵成功因素與效率評估變數之關聯性比對，結果得知，關鍵成功因素與效率衡量變數間具高度相關性。因此，研究建議可整合FAHP及stICA模型於後續之培訓績效預測工作上，並發展培訓績效評估之決策支援系統，以協助政府及培訓機構作為決策及資源配置之依據。

關鍵字

人才培訓 ； 層級分析法 ； VIKOR ； 資料包絡分析 ； 時空獨立成分分析 ； 效率量測

並列摘要

In recent years Taiwan has gradually emerged as a global leader in the high-tech industry. In order to maintain their competitiveness, Taiwanese enterprises have continued to enhance their technological capabilities through training conducted both internally and by external training organizations. The technical training courses for these purposes have been designed to help enterprises maintain their competitive advantages, improve the quality of their manpower, and enhance their operational efficiency. As personnel training can enhance an enterprise's manpower quality as well as improve its business performance and organizational competitiveness, training performance is taken quite seriously by most corporations. Past research on the performance of training has been conducted mainly from the perspective of internal corporate training, and very little research has been done on external training facilities with respect to efficiency evaluation.
The two main focuses of this study are as follows. First of all, two tools based on Multiple Criteria Decision Making (MCDM) models were used to identify the Critical Success Factors (CSFs) that affect the effectiveness of training programs aimed at the semiconductor industry. In this part of the research, apart from collecting relevant factors and establishing the hierarchical factor table through interviews with experts as well as utilizing the Fuzzy Analytic Hierarchy Process (FAHP) technique to compute the weights and rankings of decision-making factors that affect the performance of training organizations implementing the training programs, the VIKOR multicriteria optimization and compromise solution method were also employed to establish CSFs objectively. The relevant research results will not only be able to assist training organizations in focusing on the critical success factors, but will also help them to allocate resources more effectively and appropriately based on the resulting weights assigned to the critical factors. The purpose is to enable training organizations to offer their training courses in a more cost-effective and efficient manner. In the second part of the research, a two-stage approach based on Spatiotemporal Independent Component Analysis (stICA) and Data Envelopment Analysis (DEA) was proposed, to carry out analysis on the implementation performance of training organizations. The results of the analysis can distinguish the levels of performance among training organizations and to help them improve their performance in the marketing of course offerings as well as in their implementation.
The empirical results show that the critical factors affecting the success of course implementation by training organizations include the following: the time periods in which courses are offered, the level of market demand for talent and expertise, and the level of recognition toward training organizations by enterprises regarding their professional competence. In addition, with respect to the measurement of efficiency of training organizations, the two-stage approach is not only able to distinguish the levels of performance among training organizations, but can also improve the identification capability of conventional DEA methods when computing performance. The results of this study provide a guideline to training organizations wishing to improve their course marketing and training performance.
Suggestions for follow-up studies: Based on the results of the comparison of correlation between the CSFs and performance evaluation variables in this study, CSFs and performance evaluation are highly correlated. As a result, it is recommended that future studies on predicting training performance be carried out with an approach that integrates both FAHP and stICA models. It is also recommended that a decision support system for training performance evaluation be developed as the basis for decision-making and resource allocation by the government and training organizations.

並列關鍵字

Personnel Training ； Analytic Hierarchy Process ； VIKOR ； Data Envelopment Analysis ； Spatiotemporal Independent Component Analysis ； Performance Measurement

參考文獻

6. 李泓緯，以空間性及時間性獨立成份分析與分類迴歸樹為基礎的投資決策模式，碩士論文，國立臺北科技大學，台北，2011

9. 李漢雄，人力資源策略管理，台北: 揚智文化事業股份有限公司，2000。

21. 臧家宜，國家金融安定基金運作與績效評估之研究，碩士論文，國立交通大學科技管理研究所，新竹，2011。

49. D. S. Bushnell, "Input, process, output: A model for evaluating training," Training and Development Journal, 1990, pp. 41-43.

10. 李銘浚，應用獨立成份分析、對數頻譜預估、及頻率成分調整技術做語音增強之研究，碩士論文，國立清華大學電機工程學系，新竹，2007。