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| Title: | 新進員工教育訓練成效的探討：以某外商公司為例
A study on the effect of education and training for new entrants in a company: case of a foreign company |
| Authors: | 曹沛妤
Tsao, Pei-Yu |
| Contributors: | 成之約
曹沛妤
Tsao, Pei-Yu |
| Keywords: | 教育訓練
新進員工
訓練成效
Education and training
New employees
Effectiveness of training |
| Date: | 2022 |
| Issue Date: | 2022-09-02 15:16:21 (UTC+8) |
| Abstract: | 綜觀全球企業每年所投入給員工的教育訓練費用逐年升高，透過研究發現企業為新員工提供完整的入職培訓將提高員工滿意度、留任率和整體績效。而本文的研究目的是為了探討新員工入職培訓的現狀及成功的關鍵因素，並以案例公司為例，評估新員工入職培訓的設計、策劃和實施的有效性，對案例公司新員工入職培訓的整體體系提出改進建議，從而為其他人員或教育培訓人員提供實用的參考做法，以提高新員工教育培訓的有效性。本文針對案例公司中來自不同部門且入職一年內的新人，各自對四位新員工及其主管及進行訪談，了解個案公司對新員工的教育培訓情況，並通過訪談整理與分析，得到幾點結論：新員工的培訓範圍包含多面向的職能、培育新員工的工作HR與主管處於分工非合作的狀態、檢視培訓成效相當重要性不能被忽略、新員工入職訓練的成效短期展現在醫療環境與背景了解等。早期傳統企業在一開始都將HR定義在人事管理的行政工作，主要職掌員工薪資及招募領域。但隨著時代的演變，企業逐漸重視對於員工的培訓與發展，進而出現了更專業的人資角色。基於上述幾點結論，歸納出幾點建議：首先，案例公司HR的角色應轉型為組織的策略夥伴、明確訂定培訓目標並落實培訓成效評估制度，同時，將組織需求與人才培訓方向相結合，將能落實更好的新員工教育訓練的有效性。
Looking at the cost of education and training for employees invested by companies around the world, the investment has increased every year. It is found through research that companies provide complete education and training for new employees will improve their satisfaction, retention rate and overall performance. The purpose of this article is to discuss the current situation of new employee training and the key factors for success and take the case company as an example to evaluate the effectiveness of the design, planning and implementation of new employee training. The goal is to propose some improvement and suggestions for HR or education and training personnel to improve the effectiveness of new employee education and training. This article aims at the new employees from different departments in the case company who have joined the company within one year, and interviews 4 new employees and their supervisors to understand the education and training they have there. Here are some conclusions: the training scope of new employees includes various competencies, HR and supervisors are not cooperation in cultivating new employees, the importance of evaluating the effectiveness of training cannot be ignored, and the effectiveness of training for new employees in the short term is to support them understand the medical environment and background, etc. In the early beginning, traditional enterprises defined HR role in the administrative work of personnel management, mainly in charge of employee salary and recruitment. However, with the evolution of the times, enterprises have gradually attached importance to the training and development of employees, and more professional human resources roles have emerged. Based on the above conclusions, some suggestions are summarized: First, the role of HR in the case company should be transformed into a strategic partner of the organization, clarify the training objectives and implement the training effectiveness evaluation system. At the same time, combining the organizational needs with the direction of talent training will be able to implement better new employee education and training effectiveness. |
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| Description: | 碩士
國立政治大學
勞工研究所
98262026 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0098262026 |
| Data Type: | thesis |
| DOI: | 10.6814/NCCU202201399 |
| Appears in Collections: | [勞工研究所] 學位論文
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