| Summary: | 碩士 === 國立勤益科技大學 === 工業工程與管理系 === 98 === In the knowledge economy time, innovations determine the competitiveness of enterprises. The staff is ontology for enterprises that the human training and changing could also decided the company’s strength and direction, so talent training has become the fundamental work for industries in upgrading and development. Not only in promoting investment institutions of their staff human capital, but also they should be committed to ensure that training quality and performance and this will strengthen institutions and training units of vocational training willingness and ability, which in turn the labor to raise the competitiveness of the workplace. Obviously, human resource has become an important source of assets and enterprises success. In recent years, for the necessary of human capital promoted and enterprises transformation, the government provided many sets of resolution to help enterprises to enhance human quality and stronger the capacity of self-competition.
Thus, the Bureau of Employment and Vocational Training (BEVT) on the training of plan, design, do, review, and outcome of evaluation training quality practices (Taiwan TrainQuali System, TTQS) to ensure that training process the reliability and accuracy. This study first explored the TTQS database from BEVT and using cross performance matrix to find the difference of actual ability of organizations turning TTQS index cognition importance to execution and to reduce the invest of human training resources for enterprises. Then through the association rules of data mining to analyze the TTQS database for groups defined as Silver and up, Bronze, and Threshold to discuss the correlation and the training results of organization. It was hoped that the evaluation models from the study helped enterprises that wished to invest in human resources could conduct self-evaluation with reference of solutions from this study to enhance the training quality of human capital and provide superior human values for enterprises.
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