本研究將針對案例公司的管理階層與現場人員進行相關研究,找出組織人員認知落差作為改善的方向,從人才培訓是否給予對的訓練,組織內管理階層所看待的技能是什麼,此技能該如何被衡量檢視。由豐田式生產角度看待人才培訓,實施的訓練是否過度要求導致組織有不必要技能產生多餘訓練,如何減少浪費避免不必要訓練;而企業課程培訓的方向是否合乎企業績效目標,若訓練不符合企業發展方向該如何,因此本研究為使企業能夠透過簡單且容易執行的評量標準,發展出企業真正欠缺並且須要補足的能力,將組織落差缺口處補足,透過此方法模型將企業目標與組織人員落差補足,為本研究目的。
The study proposes a model to build a training system based on the operational performance of a company. First, a method for evaluating the gap between the current situation and expected situation of operational performance is developed. Then, a method to find out the necessitated skills or knowledge for the gap is also given. After knowing the necessitated skills or knowledge, the training courses can be accurately designed to improve the operational performance to an expected status. The proposed model has been implemented in a case company. The operational performance was significantly improvement. It is worth noting that the revenues of this company also increased last year through executing the training system even-though the global economic downturned during this period.