摘要(英) |
Changing the fast now society, enterprises must enable staff to study new knowledge , new technical ability fast through training , improve staff's ability , the change that should be tight day by day and severe , so, a part that enterprises handled education and training and already became enterprise's business activities. Training is a kind of method of changes and a kind of means of helping the staff to study , meet the environment fast fast, one of the advantage important methods that education and training is also organized to maintain the competition. In order to know that enterprises handle the course wholly of the education and training activity , this research adopts the law of case study (Case study ), probe into and regard a company as the research object. The collection of the materials is with file and statistical data correlating with education and training inside the case company, if education and training branch can organization the operation , education and training one system and promotion structure , the implementation way of doing thingses of education and training and can't train project of assessing etc. of, to probe into the course that the case company implement education and training. It is personal while carry out education and training actually to add a researcher, person , thing , thing observed, propose the relevant real example. Discover that the case company is training the demand , adopt subjective consciousness to draft the drill program, benefit smaller in improving staff's ability ; On not is it implement to training, course hours short, make course to be theme unable to deepen the discussion, the staff's results of learning is not good; On not is it assess to training , is it write and become a mere formality with gains to test , can't weigh the staff's study effect . Propose the way of doing things of the suggestion finally, offer enterprises to want to handle the reference of the education and training activity. |
參考文獻 |
中文部份: 1.方淑娟,(1997)。訓練需求分析與組織績效之關係─以人力培訓績優廠商為 例。高雄工學院管理科學研究所未出版之碩士論文。 2.日本產業勞働調查所,(1990)。教育訓練手冊,台北:商周。 3.伍翠蓮,(1994)。有線電視訂戶滿意度與購後行為、業者經營規模關係之研 究,以大台北地區為例。文化大學新聞研究所碩士論文。 4.行政院勞工委員會職業訓練局,(1999) 。企業人力資源作業實務研討會實 務。台北:行政院。 5.何永福、楊國安,(1998)。人力資源策略管理。台北:三民。 6.李大偉,(1993)。如何建立企業內教育訓練體系。就業與訓練,14卷, 5期,頁62-71。 6.李嵩賢,(2001)。人力資源的訓練與發展,台北:商鼎文化。 7.沈建華,(1992) 。臺灣汽車工業中心衛星工廠制度中心工廠員工訓練體系 之研究。彰化師範大學工業教育研究所未出版之碩士論文。 8.林俊毅、吳美連,(2002) 。人力資源管理:理論與實務。台北:智勝。 9.柯金龍,(1989)。企業內訓練發展需要評估之研究。台灣師範大學工業教育 研究所未出版之碩士論文。 10.洪榮昭,(1991)。人力資源發展。台北:師大書苑。 11.洪維賢,(1997)。人力資源管理與發展。台北:國彰。 12.張仁家,(2005)。企業訓練與發展。台北,全華科技圖書。 13.張火燦,(1998)。策略性人力資源管理。台北:揚智文化。 14.張添洲,(1999)。人力資源-組織、管理、發展。台北:五南。 15.張緯良,(2003)。人力資源管理。台北:雙葉書廊。 16.張瓊玲,(1993)。人力資源培訓理論的探討(上)。《人事月刊》,第17 卷 第5 期,頁15-17。 17.許宏明,(1995)。高科技產業的教育訓練制度與組織績效之相關性研究。 中央大學企業管理研究所未出版之碩士論文。 18.郭芳煜,(1987)。怎樣做好員工訓練。台北:現代管理月刊雜誌社。 19.陳明漢,(1992)。企業人力資源管理實務手冊。台北:中華企業管理發展 中心。 20.陳姿妤,(1997)。員工教育訓練成效評估之研究─以本國銀行業為例。國 立中興大學企業管理研究所碩士論文。 21.陳國嘉,(1991)。如何做好員工訓練。台北:遠流。 22.黃英忠,(1993)。產業訓練論。台北:三民。 23.黃英忠,(1999)。人力資源管理。台北:三民書局。 24.黃英忠、曹國雄、黃同圳、張火燦、王秉鈞,(1998)。人力資源管理。 台北:華泰。 25.黃英忠、溫金豐,(1995)。外再經營環境與企業教育訓練實施及經營績效 關係之研究。人力資源學報,5期,頁42-58。 26.楊松德編,(1998)。企業訓練專業人員工作手冊。台北:行政院勞工委員 會職業訓練局。 27.楊香容,(2001)。企業訓練與組織績效關係之探討─以製造業為例。中 央大學人力資源管理研究所未出版之碩士論文。 28.劉世勳、李然堯,(1995)。情境式學習在企業員工教育訓練之應用。就業 與訓練,第13卷,第4期,頁44-48。 29.劉桂芬,(1999)。旅館人力資源管理。台北:揚智文化。 30.簡建忠,(1995)。人力資源發展。台北:五南。 英文部份: 1.Bushnell, David S.1990.Input, Process, Output: A model for evaluation training, Training & Development Journal. 2,Cascio,W.1998.Manageing human resource:Productivity,quality of work Life, profits.Boston:Irwin McGraw-Hill. 3.Desimone.,Werner.,& Harris,.2002.Human resource development(3th ed.).Orlando:Harcourt. 4.Goldstein,I.L.1986.Training in organizations:Needs assessment, development,and evaluation,(2nd ed.).Monterey,CA:Brooks/Cole. 5.Goldstein,I.L.1993.Train in Organizations: Needs assessment, development,and evaluation,(3th ed.).Monterey,CA:Brooks/Cole. 6.Harrison R.,1992.Employee development.London :IPM. 7.Kirkpatrick,D.L.1996.Evaluation in the ASTD teaining and developmrnt Handbook,(2nd th.).New York: Wiley. 8.Megginson.,Banfield.,& Joy-Matt Hews.1999 Human Resource Development,(2nd ed.),Published in association with Price Waterhouse Coopers(UK). 9.McGehee,W.,& Thayer,P.W.1961.Training in business and industry. New York: Wiley. 10. Miller,V.A.,1979.The guide book for international training in business and industrial.Madison.WI:ASTD. 11.Nadler,L.,1970.Developing human resources. Houston.TX: Gulff. 12.Nadler,L.,1984.The handbook of human resource development.New York: Wiley. 13.Noe,R.A.,1999.Employee training and development,McGraw-Hill.Irwin. 14.Phillips,J.J.1991).Handbook of Training Evaluation and Measurement Method-Insructor,s Manual.Gulf Publishing Company,ed. 15.Smith,M.E.,1980.Evaluation training operations and programs. Training & Development Journal. 16.Wallace,M.J.1982.Administrating human resource: An introduction to the profession.New York: Random House. 17.Warr,P.A.C.,& Birdi,K.1991.Predicting three levels of training outcome.Journal of Occupational and Organization Psychology. 18.Wexley,K.N.,& Latham,G.P.1981.Developing and training human resource in organization Glenview, IL: Scott,Foresman. |