Study on Design and Implementation Model for Skill Evaluation System of Enterprise - Experiences from Machine Components Company in Taiwan

• Main Authors: TSAI HSUEH-MEI, 蔡雪美
• Other Authors: 許恩得教授
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/72gjx4

碩士 === 東海大學 === 高階經營管理碩士在職專班 === 103 === Enhancement of staffs’ professional and technical capacity is the key to sustainable growth of enterprises. But to ward off being a mere formality, a waste of resources, training must indeed contribute to sustained growth of the organization. Therefore, evaluation methods and results after plunge into training are even more crucial. However, companies have long been plagued by the problem of lacking an effective way to evaluate effectiveness after training. The likewise advanced industrial countries have attached great importance to the skill test system. In terms of the industry, Germany and Japan have constantly been in the world's leading edge, which has a very close relationship with their perfect test systems (Wang San-yi, 2001). Three years ago a Taiwan's business began to use the skill test system as an evaluation method after training. In addition to combining the test system and functional development, meanwhile there are plans to arrange staff to receive training for the core technology required by the development of enterprises, and for training results carry out skill test to evaluate their training effectiveness. At the same time with an eye to effectively promoting this system, executives form promotion committee. And by means of the push mode with concurrent three dimensions of Noel Tichy’s (1993) three enterprise organizational twisted threads: technology (T), politics (P) and culture (C), successfully promote this transformation. In this three years, it is found that the staffs’ technical capacity, retention rates and training wishes have risen significantly. Likewise even the company has thus become one of the national skill test sites. After skill test results further serve as a salary payment basis, the salary satisfaction is also greatly heightened. This study is primarily to investigate how the case uses the skill test system and promotion mode in the evaluation after training and to understand the current situation, features and limits of skill test system in practical applications, so as to provide management advice. Keywords: organizational transformation, education and training, skill test, functional development