公務人員教育訓練學習與績效評估之探討

陳貞伶(Jen-Ling Chen)

指導教授 ： 薛義誠

國立中央大學/管理學院/企業管理學系/碩士(2006年)

摘要

本研究旨在了解公務人員教育訓練需求現況、對其做績效反應層次評估、調查出公部門教育訓練的困難及障礙之處、實施數位學習相關之探討，並對公部門未來教育訓練的需求提出看法。研究架構分為McGehee及Thayer提出的訓練需求評估、Kirkpatrick提出的績效反應層次、公部門教育訓練困難及障礙、公部門教育訓練實施數位學習之探討四大構面，係以文獻分析法、問卷調查法來進行研究。所得資料以敘述性統計、變異數分析、無母數檢定等等方法進行資訊分析。
　　根據研究結果發現，目前的公部門具有完善的組織資源、良好的教育訓練氣候及外部環境配合。其訓練內容能與工作做結合，符合其職等的專業需求做設計，可運用於現職或不同的工作上。主管對數位學習能解決現今公務人員教育訓練的困難點及障礙，抱有認同的看法。目前公務人員多已有文書處理、電子郵件、使用全球資訊網的網路知能，而未來將增設數位學習系統、KM系統及Blog的網路服務；皆是數位學習的成功關鍵因素。
　　建議未來公部門教育訓練需求朝員工每年教育訓練經費每人可增加至20,000元，採每月一次的頻率，課程類別發展多樣化，以提升員工專業技能的成效為第一考慮，並採用實體與虛擬的混成教學，使數位學習教育訓練取代50~69％的實體教育訓練。

關鍵字

公務人員 ； 數位學習 ； 訓練需求評估 ； 訓練績效評估

並列摘要

The purpose of this study was to understand the current demand of public officials’ educational training, to evaluate the reaction level, to investigate the block of executing education training in public departments and implementation of e-learning. Moreover, we propose some options of demand of executing education training in public departments for the future. The architecture of the study is including of training demand evaluation was suggested by McGehee and Thayer, reaction level was suggested by Kirkpatrick, the block and problem of executing education training in public departments, and investigating implementing of e-learning. We study these issues by literary reviews and questionnaire survey. Finally, we use descriptive statistics, ANOVA, and non-parameter test to analysis these gathered data.
According to conclusion, we find out complete organization resource, good education training climate, and combine with external environment well now. The content of training can be integrated on the job, designed for specialized demand, used on the current job and different jobs. Managers think e-learning can solve problems about education training now. Many public officials have word processing, e-mail, to use internet knowledge and capability. In the future the public department will increase e-learning systems, KM systems, Blog services. And those are all success factor to implement e-learning.
Suggestion for the study is education training budget of every staff can raise to $20,000, once time a month frequency, course categories of variety, the most important to promote staff specialized technique. And education training is combined with virtual and real teaching. Then let it achieve to substitute for 50~69% real education training.

並列關鍵字

educational training ； e-learnign ； public officials

參考文獻

張瑞濱，賀力行，2003，「從訓練需求評估論公務人員訓練進修之策略」，人力資源管理學報，春季號，第三卷第一期，81-111。

連淑君，2004，引水人環境變異認知、工作特性與教育訓練需求之關聯性研究， 樹德科技大學經營管理研究所之碩士論文。

劉馨儀，2003，國內企業e-Learning 實施現況之分析研究，國立臺灣師範大學工業教育學系之碩士論文。

McGehee , W., & Thayer, P. W., 1961, Training in business and industry, NY: Wiley.

Moore, M. L. and Dutton, P., 1978, Training Needs Analysis: Review and Critique, Academy of Management Review .