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Development of the Comprehensive Training Design Competencies for Human Resource Professionals in Taiwan

台灣人力資源專業人員訓練設計職能量表發展

Abstracts


本研究目的為了建構與驗證多構面的訓練設計職能量表,主要使用三個步驟檢驗其建構效度(N=497)。這些訓練職能中包含了ADDIE訓練系統(分析、設計、發展、執行、評估)以及與諮詢內容專家的能力,以評估人力資源專業人員從事訓練工作之職能。本文主要採用探索性因素分析與驗證性因素分析進行檢驗。研究結果顯示,訓練設計職能量表主要分成三個構面,分別為:訓練規劃、訓練結果及諮詢內容專家的能力。因此,本文提供了從事人力資源相關的人員一個有效的量表來發展其專業職能,以便規劃出有效的訓練課程。

Parallel abstracts


The purpose of this study is to construct and validate a multidimensional measurement of training design competencies (TDC) by using three stages (N=497). These competencies include ADDIE training system (analysis, design, development, implementation, and evaluation) and consultation with subject matter experts (SMEs) when human resource professionals engage in a training job. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were conducted. The results demonstrated that the training design competencies were best represented by three dimensions: training planning, training outcome, and the consultation with SMEs. This study offers human resource-related practitioners a valid instrument to develop their professionals and to organize effective training programs.

References


BEVT. National Training Quality Plan, 2006-2011. Accessed on 6/30/2013 at: http://www.evta.gov.tw/eng/content/list.asp?mfunc_id=98
Allen, W. C.(2006).Overview and Evolution of the ADDIE Training System.Advances in Developing Human Resources.8(4),430-441.
Allen, W. C.,Swanson, R. A.(2006).Systematic Training-Straightforward and Effective.Advances in Developing Human Resources.8(4),427-429.
Armstrong, J. B.,Sherman, T. M.(1988).Caveat Emptor: How SME's Can Ensure good ID.Performance and Instruction.27(4),13-18.
Arthur, W., Jr.,Bennett, W., Jr.,Edens, P. S.,Bell, S. T.(2003).Effectiveness of Training in Organizations: A Meta-Analysis of Design and Evaluation Features.Journal of Applied Psychology.88(2),234-245.

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