| Summary: | 碩士 === 國立交通大學 === 管理科學學程碩士班 === 91 === The main purpose of this thesis is to investigate the current situation of employees on job training at one wafer fab company . As a complete training system, at least, it includes training demand evaluation, training planning, implementation and evaluation of training. A precise evaluation of training can measure the performance of the training programs, and it has the function to feed back to the training programs. It may eliminate the demerits of the training programs. To realize the implementation of a training program being succeed or not, the training evaluation is therefore the most important key point in the process of training.
Literature review and questionnaires were used as a means of collecting and analyzing data. Literature discussed in the current study included relative research on job training in public as well as private sectors around the world. This thesis describes that the usage of the Kirkpatrick’s four levels training evaluation to evaluate for evaluation of the training programs. However, because of short of the time, this thesis merely evaluates the training program in reaction level, learning level, behavior level of Kirkpatrick’s four levels. The application of Kirkpatrick Four-level evaluation theory in this research includes“self-estimation” by employees under training and “ others-estimation” by the trainees and colleagues to realize that transformation from training to work. In order to prove the relation or the difference exist on the aforementioned factors, the hypothesis comes up in the follow. The finding expected negation from the null hypothesis or the alternative hypothesis will stands. To analyze the data collected, One-way ANOVA, was conducted. The study investigates the objects of study; and then analyzes the data of the questionnaire by statistics package software SPSS and get the results of training evaluation. Finally, When we get the key factors to evaluate the training programs, we shall know the degree of satisfaction of the training programs and degree of improvement of our employees with the knowledge and skills they learned during the training.
It is hoped that this thesis can be beneficial to the actual tasks and the development of educational administration, and may serve as a reference for training organizations, cultural and educational administrative personnel, and future researchers.
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