訓練在人力資源課題中扮演相當重要的一個角色,尤其是員工的在職訓練(On Job Training),在職訓練的形式因為目的不同也可區分為好幾種,例如工作交接(通常發生在人員離職或職務輪調)、技能的教導或傳承(熟手帶新手),這些訓練最直接影響到人員日後的工作,也因此訓練遷移的成效也較為明顯,本研究將以新竹科學園區某半導體廠商之同仁為問卷寄發對象,主要探討個案公司員工在職訓練、訓練遷移及職涯發展的關聯性;本研究主要結論如下: 1. 在職訓練、訓練遷移及員工生涯發展有顯著的關聯性。 2. 依性別區分、女性及男性在內化及組織認同有顯著不同。 3. 依年齡區別,組織認同及生涯發展有顯著不同。 4. 依工作年資區別,訓練遷移及生涯發展有顯著不同。 5. 依教育程度區別,訓練遷移及生涯發展有顯著不同。 6. 依職務類別區別,訓練遷移及生涯發展有顯著不同。
Training is a major function of Human Resource management, especially in theemployees’ on the job training. On the job training can distinguish into many kinds oftypes because of it’s different purposes, like working instruction, skills instruction…etc. These training results improve employees’ working performance directly, therefore it has obvious relationship with the transfer of training.The research will focus on the employees from a semiconductor manufactory in Hsinchu Science Park as the object, and try to find out the relationship between on the job training, transferof training and employees’career development, after analyzing the feed back questionnaires, we induced the following conclusions: 1.Obvious relationship between on the job training, transfer of training and career development 2.Distinguish from gender factors, the research show obvious difference in training transfer result. 3.Distinguish from age factors, the research show obvious difference in training transfer result and career development. 4.Distinguish from service seniority factors, the research show obvious difference in training transfer result and career development. 5.Distinguish from education factors, the research show obvious difference in training transfer result and career development. 6.Distinguish from positions factors, the research show obvious difference in training transfer result and career development.