| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 童小洋 | zh_TW |
| DC.creator | Hsiao-Yang Tong | en_US |
| dc.date.accessioned | 2004-6-25T07:39:07Z | |
| dc.date.available | 2004-6-25T07:39:07Z | |
| dc.date.issued | 2004 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=91427009 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 公務訓練機構負責辦理行政院暨所屬機關公務人力培訓工作之專責單位，在課程規劃及訓練方法方面力求創新突破，期能有效提昇政府的活力與競爭力。惟隨時代的變革，相關的觀念亦漸次的改弦易轍，公務人員現已成為政府最珍貴的資產，亟需將人力資源發展的概念逐步引進到政府公部門。為能預應此一績效導向的發展趨勢，將有必要探求公務訓練機構訓練業務人員所應具備之共通性職能。
本研究針對四主要公務訓練機構之所有訓練工作者(含組長)為母體，進行多重來源職能回饋，發現所建構的十四項職能(六項專業職能、四項一般性職能、兩項未來市場需求職能、以及兩項主管職能)經內部一致性驗證，其Cronbach Alpha值介於0.83以上，其信度甚高，可作為其他公務訓練機構未來衡量職能水平之工具。在職訓練課程之建議方面，以公務人力發展中心員工自評重要性為例之訓練工作者有效執行工作任務前六項重要之職能依序為：分析訓練需求的能力、人際關係管理能力、有效的溝通與協商能力、顧客服務取向能力、訓練成效評估能力、發現與積極解決問題之能力。在效度驗證方面，本研究以直屬主管之績效評核結果(標準化分數)作為績效效標，以自評職能重要性乘以主管評估職能具備性作為預測變數，發現所建構之十二項職能(不含主管職能)指標中有十一項對於訓練工作者均有顯著之正向影響，顯示本研究所建構之職能對訓練工作者之績效具相當之重要性。此一研究結果之管理意涵爲各公務訓練機構將來在甄選新進人員或對新進人員之訓練可特別著重這些職能進行訓練課程，以提昇組織之效益，集中有限訓練資源。 | zh_TW |
| dc.description.abstract | Training Institutes of public servant are responsible for the development and training for all the public servants. In order to enhance Gorvenment’s vitality and competitiveness, Training Institute must have creative thinking on training courses and methods planning. With the times go by, public servants become the most precious assets now, and need to introduce the idea of human resources development (HRD) into Gorvenment. Hence, it is necessary to explore the competencies of training workers in Training Institutes of public servant to fit this trend.
This study uses multiple-source feedback questionnaires to survey all the training workers (including team leaders) in the four main Training Institutes of public servant. We found out that Cronbach Alpha of 14 competencies which established by our questionnaires are all above 0.83, which means these competencies are all highly reliable, and can be used to evaluate other training workers’ competencies level. Take Civil Service Development Institute’s training workers’ self-evaluation for example, the first six competencies which related to implement work effectively are: training needs analysis, interpersonal relationship management, effective communication and negotiation, customer-oriented service, training results evaluation, problem solving skills.
In the aspect of utility verification, this study uses the standardized performance score (Z-score) evaluated by direct supervisor’s as performance index and the self-evaluate importance of competencies scores multiplied by the supervisor-evaluate level of competencies as predictable variables. We found out that there are 11 competencies which in 12 competencies index (excluding 2 supervisors’ competencies) influence training workers’ performance positively. This shows that the competencies that established by our study have significant importance to training workers’ performance.
The results of this study can provide relative information to Training Institutes of public servant when recruiting and training new training workers, suggest the priority of training courses on the base of this competency questionnaire and centralize limited training resources to enhance Gorvenment’s benefits. | en_US |
| DC.subject | 職能 | zh_TW |
| DC.subject | 訓練工作者 | zh_TW |
| DC.subject | 公務訓練機構 | zh_TW |
| DC.subject | 多元來源回饋 | zh_TW |
| DC.subject | multiple-source feedback | en_US |
| DC.subject | competency | en_US |
| DC.subject | training workers | en_US |
| DC.subject | Training Institute of public servant | en_US |
| DC.title | 公務訓練機構訓練工作者所需職能之研究 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The competency model of training workers in Training Institute of public servant | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |