| Summary: | 碩士 === 義守大學 === 管理研究所碩士班 === 96 === Abstract
The training institutions in charge of the Recruit Training of the army will conduct the annual training for draftees. Under some visible limited conditions, such as streamlining organizational structure, shortening Enlistment Period, and limited period of Recruit Training, how to maintain the quality and skills of the basic combat capability sources above the standard is a major turn and challenge.
The focus of this research is on the moduler Training of the Recruit Training conducted by the army since the second half of 2005. To get the expected effects within the limited training period, the factors which influence the training results should be taken into consideration. After understanding the factors influencing the training results, the most proper training ways to achieve the expected training targets would be able to be planned and modified. Each training institution would make an improved plan due to the shortcomings in the actual situations when they carry out the training policy assigned by their supervisors.
This research integrates BSC (Balanced Score Card), DEA (Data Envelopment Analysis), and AHP (Analytic Hierarchy Process) to build Performance Evaluation System. In addition, the research will testify the subjective and objective assessments of the Cadre Group, the Recruit Group, and Family Group during the moduler Training conducted by the training institutions of the army. The Integrated Performance Evaluation System of the research uses BSC (Balanced Score Card) as a basis to make cause-and-effect assessments of DEA (Data Envelopment Analysis); meanwhile, BSC (Balanced Score Card) is used to get the Dimensions of “Customer,” “Internal Process,” and “Learning and Development” in Non-Profit Institutions. Besides, DEA (Data Envelopment Analysis) is applied to AHP (Analytic Hierarchy Process) to produce the Weight of Input and Output of the Dimensions in each group. The Weight is put in the original DEA (Data Envelopment Analysis) to be the subjective Weight of the assessment structure. Besides having understood the each training institution’s interactive assessments of the each group, the differences between each group’s subjective and objective assessments of BSC (Balanced Score Card) have been analyzed.
The research shows that in the Cadre Group, the “Learning and Development Dimension” has the most attention in Q-analysis. In the Recruit Group, it also shows that “Learning and Development Dimension” is the most needed in Q-analysis. Then, we use ANOVA to make a further analysis. The results show that half of the new recruits feel nervous or frightened, which obviously influences the training results. In the Family Group, Q-analysis shows that the “Customer Dimension” has the most attention. In the training institutions, people in charge of decision making can refer to the different Dimensions group and make adjustments in order to improve the overall performance of the work unit. There should be obvious improvement in the performance.
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