| Summary: | 碩士 === 中原大學 === 企業管理研究所 === 104 === The Irrigation Associations of all regions in Taiwan plays an important role on the execution of national-wide agricultural policy and maintenance of all the facilities of the associations. In order to improve the staff’s efficiency and their professionalism, it requires an evaluation standard or system on the assessment of the current training system. It is hoped that the standard of monitoring the training quality and measuring the results can help on the problem identification and preserve the advantages of the system for the improvement in the future.The qualitative research method is used in this study, which including semi-structured interviews for sampling and a solid theoretical data analysis. It is hoped that the study can be a useful reference to improve the staff training system in the Irrigation Associations. As result, the staff will apply their knowledge on the professions, develop the proper career path, and increase their working skill and competitiveness in a better way.
The study found that the Irrigation Associations educational training needs are devided to organization, work, and person. Of three aspects mentioned above, the relevance between organization needs and decree is important. Therefore, comparing with other training procedure, the annual training plan is more intact. As to the part of work analysis and personal analysis, the aspect of working analysis is to realize problems of working category, the devision of rights responsibilities, and so on; and that the aspect of personal needs is to concentrate on the problem the employees face at work. It feels like there’s a general orientation of educational training, but the Irrigation Association only takes some employees’ advice into training decision, so it has limited effects on the part of improving the working performance and personal ability needs. Nevertheless, the Irrigation Association has made some efforts in some core training categories, For example, the training courses of GIS geographical internet system and training courses that focus on diversion irrigation. It is suggested that the Association can develop different kinds of courses for the internal and external staff. What’s more, the lecture method is still the main training method, the learning effect can be limited.
The results of the study reveal several aspects of the problem. In terms of the training demands of the Associations, the lack of consideration altogether of the organization goals, the job requirement, and the staff’s insufficiency on skills leads to the dismatch between the training plan and training objectives. Due to many constraints on the budgets application, the supply of the annual training program couldn’t fulfill the demands. In addition, the course curriculum design and the execution of the course are neither handled by the process, nor monitored properly. There are no records of abnormal incidents and no prevention management approaches. In the meanwhile, the diversity and completion of the result evaluation is not effectively established. There is no behavior comparison of before-and-after training and no data collection of the performance growth after the training, so that there are no evidence to demonstrate the learning effectiveness, which impacts on the authority’s wishes of training funds.
Therefore, it’s suggested that the Irrigation Associations conduct solid survey, establish staff career development and training database, which made for training management; building the education and training performance tracking survey, in order to achieve the objective of the solid outcomes assessment of consistent improvement of the training program. To sum up, talent is the capital of the Irrigation Associations. It takes a good and sophisticated talent training system to keep the staff grow in capabilities, and achieve the goal of showing the Irrigation Associations’ existing value and sustainable development.
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