| 摘要: | 過去的訓練成效評估研究主要多以探討單一個別訓練課程效果為目的，利用訓練結果檢驗訓練是否有具體明顯的成效並期望藉此能找出改善訓練模式的對策；但對於部份流動率高且無法改變既有例行性訓練模式的產業而言，為了縮短新進人員投入生產的準備時間，通常皆已將職前訓練設計成固定且標準化課程，如果可以經由有系統的研究找出具有某特質的新進人員在此種固定模式訓練下，其學習成效相較於具有其他特質人員會有較顯著的進步，則可以經由招募手段以此特質為依據篩選適當的人選，降低職前訓練的成本。 保全從業人員的人力資源特性乃離職率高、從業容易，保全業者為了使新進保全人員能快速具備有執勤的能力，普遍而言皆十分重視新進保全人員的職前專業訓練，但對於訓練課程之成效則缺乏有系統且客觀的評估，故本研究以保全公司新進人員例行的職前訓練為樣本，以Donald L. Kirkpatrick所提出四個層次〈反應層次Reaction level、學習層次Learning level、行為層次Behavior level及結果層次Result level〉之訓練成效評估模式驗證保全人員職能訓練的成效。 所得到的結果為： 1.訓練課程具有學習層次的訓練成效。 2.反應層次的訓練成效與學習層次的訓練成效之間具有顯著的正向關聯。 3.學習層次的訓練成效與行為層次的訓練成效之間未有顯著的相關。 4.服務單位、到職天數、年齡、教育程度、畢業科系不會影響反應層次的訓練成效。 5.教育程度與畢業科系會影響學習層次的訓練成效。 6.服務單位、到職天數、年齡、教育程度、畢業科系不會影響行為層次的訓練成效。 7.服務單位、到職天數、年齡、教育程度、畢業科系不會透過學習層次的訓練成效影響行為層次的訓練成效。 In the past, the training result evaluations were mainly focus on the study of individual training program, by study the post training effects to understand whether the training program is effective and also expect to find the best strategies to improve the current training program. However, this kind of methodology does not fit into some industries that traditionally have high turn over rate and would require standardized training program. In order to shorten the preparation time and enter into production stage earlier, they usually try to design the Vestibule Training program in a systematic approach and standardized the training program. If we are able to discover the key personality trait that demonstrate more effective training results compare to others, then we will be able to recruit the candidates who have the same personality traits that we will be able to reduce the potential training cost. The distinct characteristic for Security Guards are mainly high turnover rate, easy to find a new employment. And in order to let new comer quickly obtain the necessary on job skill, generally speaking, the security companies will pay more attention on the Vestibule Training for new comers, but still, lack of systematic and objective way to evaluate the training results. Therefore the purpose of this study is use the Security company’s standard Vestibule Training program as the sample, and according to the 4 level theories of the training results evaluation model provided by Donald L. Kirkpatrick〈Reaction level、Learning level、Behavior level and Result level〉to verify the training results for Security company’s Vestibule Training program. The derived results are: 1.The training program shows effective training results on the Learning level 2.The training results on Reaction level and Learning level have positive significant correlation. 3.The training results on Learning level and Behavior level have no significant correlation. 4.Service department, on board days, age, educational background, and major subject will have no impact on the training results of Reaction level 5.Educational background and major subjects will impact the training results on Learning level. 6.Service department, on board days, age, educational background, and major subject will have no impact on the training results of Behavior level. 7.The factor of service department, on board days, age, educational background, will not transfer from the training results of Learning level to the training results of Behavior level. |
