d

• Main Authors: Liu, Hsien-Ching, 劉賢靜
• Other Authors: Jean
• Format: Others
• Language: zh-TW
• Published: 1996
• Online Access: http://ndltd.ncl.edu.tw/handle/04208164419061725237

碩士 === 國立中正大學 === 成人及繼續教育研究所 === 84 === The purpose of this study was to identify factors that influence large companies training, to identify training needs in the recent and future years and to make suggestions to adult education institutions for assisting workforce training. Methods of the research include: (a) literature review to acquire information about companies training in Taiwan and other countries in the world. (b) investigative questionnaire mailed to 1000 large companies in Taiwan. After ten weeks, there were 310 returns, manufacturing industries had 208 returns for a 67.1% response rate, service industries had 102 returns for a 32.9% response rate, the total responsive vaild rate was 31%.(c) statistical treatments included the chi-square test and student''s t-test. From analyzing the data, four findings show as follows: 1. current training facts of large companies: 1) 95.8% of large companies had training programs during last year. 2) 87.4% of large companies cost over $2.3 billion NT budget for employee training last year. 3) 49.2% of large companies have established training department. 4) 94.3% of large companies had employee ability training programs, 69.0% of large companies had quality management training, and 62.3% of large companies had supervisors'' training. 2. the influencing factors of the large companies: 1) ''internal corporate'' is higher effect than ''external environments''. ''Improve the product and service quality'' factor is the highest effect, and ''employee turnover'' is the lowest effect. 2) ''external environments'' factor influenced manufacturing industry is higher than that service industry. ''internal corporate'' factor influenced service industry is higher than that manufactoring industry. 3. the training needs: 1) 92.2% of the large companies had had training needs assessment, and 38.9% of the large companies used ''questionnaire'' for needs assessment. 2) the employee ability training needed but not presently being offered. The main reason for absence of the training were in ''other'' item, including ''having nothing to do with work'', ''in conflict with supervisors concepts''. 3) the amjor assistance needs that large companies listed were funding for training program and conducting research in the field of industry and economics. 4. the future training: 1) ''increasing products and promoting service standards'' and ''improving computer ability for jobs'' are the most important issues to workforce training that large companies will be facing in the future five years. 2) ''To esteem the handicapped and minorities'' and ''increasing number of women in the workforce'' are not more important issues relating to workforce training that large companies will be facing in the future five years. 3) the quality management training program is the most needed for large companies in five years. Based upon the findings of this study, recommendations are made for development of workforce training and future research.