The competency model of training workers in Training Institute of public servant

• Main Authors: Hsiao-Yang Tong, 童小洋
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2004
• Online Access: http://ndltd.ncl.edu.tw/handle/60170611784325518853

碩士 === 國立中央大學 === 人力資源管理研究所 === 92 === 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.