教育訓練單位員工之職能研究-以N公司為例

A Case Study of the Staff Competencies in the Training Department of N Company

劉子綾(Zea-Ling Liu)

指導教授 ： 張仁家

國立臺北科技大學/人文與科學學院/技術及職業教育研究所/碩士(2006年)

摘要

本研究旨在瞭解壽險業中表現出眾的N公司教育訓練單位員工應具備與已具備職能，並探討N公司教育訓練單位員工背景變項對已具備職能之差異，最後瞭解N公司主管認知應具備與主管認知及員工自評已具備職能差異情形，並瞭解N公司教育訓練單位員工人力資源管理中招募、甄選、教育訓練、績效評估與留才方式。為達成研究目的使用問卷調查與個案訪談法，問卷調查以N公司教育訓練單位進行普查，共發放主管用問卷37份，員工用問卷92份，回收主管用問卷25份，員工用問卷73份，有效回收率達75.97%，而個案訪談主要訪談N公司兩位教育訓練單位主管，請其依據本研究擬定之訪談大綱提出看法，並將訪談結果整理成訪談逐字稿進行分析。
本研究使用描述性統計、單一樣本t考驗、獨立樣本t考驗與相依樣本t考驗後，並針對訪談結果分析，獲致以下結論：
ㄧ、教育訓練單位主管認知員工應具備職能有專門職能、行政職能、人際關係職能與心智職能四大項，共有63小項，整體達中高程度。
二、教育訓練單位員工自評已具備整體職能達中高程度。
三、教育訓練單位主管認知員工已具備職能整體達中高程度。
四、員工自評已具備職能因不同年齡與教育訓練相關工作年資有差異。
五、員工自評已具備職能與主管認知員工已具備職能一致。
六、主管認知員工應具備職能顯著高於員工自評已具備職能。
七、主管認知員工應具備職能顯著高於主管認知員工已具備職能。
八、N公司教育訓練單位之人力資源管理有：營造壽險專業人才形象之訓練宗旨，以內部輪調為未來員工招募趨勢，利用英語及性向測驗做為甄選輔助資料，透過在工作中學習做為訓練的一貫模式，並以運用績效評估多元化與留才方法多元化，達成人力資源管理。

關鍵字

職能 ； 教育訓練 ； 教育訓練單位 ； 人力資源管理

並列摘要

The purpose of this study was to explore the competencies that staff should possess and have possessed in the training department of N Company, which is one of the outstanding life insurance companies. The researcher attempted to analyze the differences of the participants’ demographic information in the possessed competencies, to understand the competencies staff should possess perceived by the directors, and to compare the differences of the perceived possessed competencies. Finally, the researcher wanted to understand the methods of staff recruitment, staff selection, staff training, staff performance assessment, and staff retention in the training department of N company. To achieve the above purposes, questionnaire survey and case interview were adopted in the study. The questionnaire was to survey staff in the training department of N company, including 37 copies sent to the directors and 92 copies sent to the staff. Of the 129 surveys sent out, 25 copies were received from the directors and 73 copies were received from the staff, resulting in a 75.97% response rate. Besides the questionnaire survey, the researcher also interview two directors in the training department of N company to understand their view points about the questions on the interview conspectus.
Descriptive statistics, one-sample t test, independent-sample t test, paired-sample t-test were utilized, and with the analysis from the interview, the researcher draws the following conclusions:
1. In the four categories of 63 items, the directors of the training department thought that the staff should possess professional competency, administrational competency, interpersonal relationship competencies, and mental competencies, with a middle-high degree.
2. The degree of the staff self-assessed what competencies they have possessed was middle-high.
3. The degree of the competencies the staff has possessed perceived by the directors was middle-high.
4. There was no significant difference in the possessed competencies self assessed by staff according to their age and training experience.
5. There was no significant difference in the possessed competencies perceived between the directors and the staff.
6. The degree of the competencies the staff should possess perceived by the directors was higher than that by the staff.
7. The degree of the competencies the staff should possess was higher than that the staff has possessed perceived by the directors.
8. The objectives of the human resources management in the training department of N company are to build an image of professional life assurance person, to recruit future staff by internal rotation, to use English tests and aptitude tests for staff selection, to emphasize job-on-training as coaching method. The company uses the multi-method of performance assessment and staff retention to accomplish the above objectives.

並列關鍵字

Competencies ； Training ； Training Department ； Human Resource Management

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