我國中高階文官訓練成效評估機制之研究

A Study on the Training Evaluation Mechanisms of Mid-level and Senior Civil Service in Taiwan

李珮瑜(Pei-Yu Lee)

指導教授 ： 劉坤億

國立臺北大學/公共事務學院/公共行政暨政策學系/碩士(2013年)

摘要

中高階文官素質之精良與否，除能直接影響施政作為外，更可以進一步展現國家競爭力之強弱，而訓練乃是最為直接且快速提升人力資本品質的方式，又其成效如何判斷，則須仰賴訓練成效評估機制之發揮以作為產出結果的判準與紀錄，據此了解是否達成訓練目標及發現其過程中可能產生的缺失為何？方能於後續予以修正並期投入之資源獲得最適化配置。
本論文採用文獻分析法與深度訪談法，針對考試院公務人員保障暨培訓委員會及行政院人事行政總處辦理之中高階文官訓練，所使用的訓練成效評估機制進行研究；希冀透過訓練成效評估理論，探析我國中高階文官訓練成效評估機制之實際運作情形，從中瞭解未來發展方向與遭遇問題，藉此提出研究發現與具體建議，以精進公務機關訓練評估之效能。
本研究發現如下：
一、現行訓練成效評估機制及其運作情形，係參照Kirkpatrick理論
之架構模式發展而來；
二、訓練機關雖有針對評估機制業務進行適當分工，惟與薦送單位間
所建立之橫向連結機制尚有強化之處；
三、訓練成效評估機制係依據訓練特性發展而來，故評量層次不盡相
同；
四、訓練成效評估機制係透過理論背景發展而來，且普遍獲得人事單
位正面認同；
五、訓練評估機制之效用度多呈現於反應與學習層次上的測量；
六、訓練機關均已落實評估機制檢討活動，藉以了解現行作法缺失；
七、訓練成效評估機制在執行上除獲得正面評價外，其評測結果亦會
加以運用並作為後續訓練修正之依據；
八、若欲發展結果層次訓練成效評估機制，則有一定程度之困難。

關鍵字

中高階文官 ； 訓練成效評估理論 ； 訓練成效評估機制

並列摘要

The quality of mid-level and senior civil service, not only does it causes a direct impact on policy implementation but it also reflects the strength of national competitiveness. Training is a direct way to quickly improve the quality of human capitals. In order to evaluate the effects of training, the government needs to depend on training evaluation mechanisms as a criterion and record of output results, in this way, the government officials could observe whether training goals are reached and identify defects through the training processes. Later on, the defects and unsatisfying results could be amended and the allocation of the invested resources could be optimized.

This study uses literature reviews, in-depth interviews to explore the topic of training evaluation mechanisms implemented within mid-level and senior civil service training held by both Civil Service Protection and Training Commission and Directorate-General of Personnel Administration. Through the model of training evaluation, the author wishes to explore the actual operating situation of the training evaluation mechanisms, to further learn about the difficulties we may encounter in the near future. By proposing research findings and concrete policy suggestions, the author hopes to strengthen the performance of the public office training assessment in the future.

The research findings are shown as below：
1.The current training evaluation mechanism and its operation mode are developed from the Kirkpatrick theoretical framework mode.
2.Although the division of labor had already been carried out for evaluation mechanism affairs in training institutions, it has not been strengthened through the lateral linkage established with the personnel department.
3.Training evaluation mechanisms are based on the training characteristics involved, therefore the levels for assessment are usually different.
4.Training evaluation mechanism is developed from theoretical background, and are well recognized by personnel department of the government.
5.Training evaluation mechanisms are usually used upon in the measurement of the reaction and learning levels.
6.The authorities in charge of training have been implementing the evaluation mechanism for reviewing activities to understand shortcomings of the current practice.
7.Besides receiving positive comments from the implementation of evaluation mechanism, its evaluation results will be used as a basis for subsequent training correction.
8.There is a certain degree of difficulty of developing results level training evaluation mechanism.

並列關鍵字

mid-level and senior civil service ； training evaluation model ； training evaluation mechanisms

參考文獻

王全興，2009，〈CIPP評鑑模式的概念與發展〉，《慈濟大學教育研究學刊》，(5)：1-27。

Bushnell, David S. 1990. “Input, Process, Output: A Model for Evaluation Training.” Training and Development Journal, 44(3)：41-43.

江啟昱，1993，《CIPP評鑑模式之研究》，國立台灣師範大學教育研究所碩士論文。

簡貞玉譯，2002，《員工訓練與能力發展》，台北市：美商麥格羅˙希爾國際股份有限公司(台灣)。譯自Raymond A. Noe. Employee Training & Development. New York: McGraw-Hill. 1999.

Beverly, Geber. 1995. “Does Training Make A Difference? Prove It!”Training,32(3):27-34.