| Summary: | 碩士 === 銘傳大學 === 資訊管理學系碩士在職專班 === 101 === Due to downsizing of military with vast jurisdiction, implementation of personnel training should be considered as an important discussing topic in the future. In response to the rapid development of information technology, education and training with E-learning service will become one of critical trends not only because its elasticity can fulfill for insufficient in short-term training, but also it’s a easy-going way to use variety resources to enhance learning experience. In contrast with traditional learning methods, E-learning service will provide better learning performance result and this can make sure to enhance the soft power of military personnel.
This paper discusses how the innovation management and resistance on implementing E-learning methods at existing military organization. Also this paper explored the best suit teaching and learning design for various types of materials and this paper examed how to use permission and security controls on E-learning. The purpose is to identify the important issues for accelerating the implementation processes and helping all trainers and trainees to improve their personnel skills when military organization introduce E-learning design.
This research was based on the grounded theory and used semi structured interviews with e-learning design. Interview questions were collected from related literature reviews which were redesigned to adapt to this research. All of the responses were analyzed through one of the qualitative methods called grounded theory to identify all possible affection and resistance when implementing innovative training in existing military organization. Finally, from trainees’ points of view, operation difficulty of new system, personal leisure time, literature contents, interaction with instructor, and organization policy may cause the innovation resistance. And the research result showed that for successfully implementing innovation e-learning system to an existing military organization must have the following key factors: supports from higher level officer, implementation of organization policy, variety of learning technique, practical material for system users, and sufficient computer infrastructure. Moreover, the result also showed that most users’ aspiration for using innovative training is affected by the organization administrator’s attitude. The study would like to provide this analyzed results not only represent the possible innovation resistance, but also serve as a basis for developing solutions for organizations.
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