| Summary: | 碩士 === 國立政治大學 === 行政管理碩士學程 === 105 === In recent years, governmental departments have been promoting performance management, introducing the concept of competence to employee trainings, integrating organizational development and visions, evaluating the desired competencies of each position, and planning relevant education and trainings to enhance employee quality and the competitiveness of the overall organization. Taoyuan City has been elevated to special municipality status since December 25, 2014. Regarding Taoyuan citizens and representative authorities’ expectation of government employees to make prompt response to various matters, this study aims to investigate the application outcomes of the concept of competence on government employee training, identify the competencies required for Taoyuan City Government’s employees, construct a competency map, and draw up training models as well as methods of implementation.
This study primarily discusses the following questions:
Question 1: What are the common competencies among employees at Taoyuan City Government? What are the competencies of the employees’ respective departments? What are the competencies of senior-level, junior- level, and elementary-level positions?
Question 2: What shall be further strengthened through trainings?
Question 3: Do the managerial staff support trainings? Are the employees willing to participate in trainings?
Question 4: What are the opinions on trainer qualification, teaching methods, and training duration?
Question 5: Can the outcomes of trainings be evaluated?
Through interviews and analysis, it is found that most of Taoyuan City Government’s employees received tertiary education and that junior- and elementary-level employees have highly similar competencies. Study findings show that Taoyuan City Government’s competency trainings primarily focus on common competencies, leadership competency, and various professional competencies specific for each department. The government implements the substitute employee system, encouraging employees to focus on learning and participate in career aptitude test. It also recommends employees with professional skills to be trainers of internal trainings, carries out diverse teaching methods, and focuses on practical training and emphasizes project-based practice. Most of the trainings organized by Taoyuan City Government are short-term sessions. Since it is difficult to evaluate behavioral changes after trainings, training outcomes may only serve as a reference for making adjustment in training sessions.
According to study findings, recommendations to local government regarding organizing employee competency trainings are summarized as follows:
1. In order to avoid repetition of training sources, design employee competency trainings that best fit with the respective local government.
2. Establish employee competency certificates, a crediting system, or other similar mechanism in accordance with government employees’ career development, allowing employees to participate in sessions they require.
3. Construct experience-based trainings for knowledge management.
4. Encourage employees with professional skills to serve as internal trainers and prepares local talents.
5. Develop specific trainings for key positions and roles.
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