因此本研究主要探討個案公司核心單位─客戶工程整合部門之新人訓練訓練有效性是否符合當初所創立的目標。而本次研究採用新柯氏學習評估模式(The New World Kirkpatrick Model)及透過半結構式訪談法針對受訓學員9位、單位主管4位，共13位進行訪談。後續彙整訪談結果進行重點分析，並歸納相同及相異點後使用新柯氏學習評估模式(The New World Kirkpatrick Model) 從成果、行為、學習、反應四層次分別進行相關佐證及訓練有效性之論述。
本次研究結果如下: 1.該訓練制度對於實務工作面運用上具有顯著成效。 2.該訓練制度對於單位具有實質效益，其效益包含訓練資源整合、減輕單位資 深人員工作負擔、統一教學、降低人員招募之困難。 3.可縮短新人訓練週期，透過該制度可減少四個月的訓練期。 關鍵字：新進人員、訓練成效、訓練評估 ;Taiwan’s semiconductor industry has been developing for more than 60 years and occupied the leading position in the global semiconductor industry. However, faced with rapid change, companies must recognize the need to continuously increase employees’ skills to cope with volatility and innovative era. It is an important subject for companies to sustain competitive advantages by improving employees’ competency.
The company also pays attention to the new employee training from this case, so it designs a series of two-month training courses for the core department. The course includes professional knowledge such as materials, quality, products, and process. The goal is to let new employee quickly masters the basic knowledge that will help to shorten the hands-on time in the future when undertaking work. Besides, this training course can reduce the training burden of team members and shorten the training period for the new employee.
This study focuses on the training effectiveness of new employees from the customer engineering integration department and uses The New World Kirkpatrick Model and the semi-structured interview method to interview a total of 13 interviewees include 9 trainees and 4 supervisors.
Follow-up analysis of the interview results to summarize the same and different points by using The New World Kirkpatrick Model to discuss relevant evidence and training effectiveness from the four levels of achievement, behavior, learning, and reaction. The summary: 1. The training system has a significant effect on the work performance. 2. The training system has substantial benefits for the department, and its benefits include the integration of training resources, reducing the workload of senior employee, and reducing the difficulty of recruitment. 3. The training period for new employee can be reduced by four months through this training system. Keywords: new employees, training effectiveness , training evaluation
