台電公司核能在職訓練評估之研究-以林口核能訓練中心為例

Abstract

台電公司於民國八十二年八月成立「林口核能訓練中心」，針對電廠技術維護、運轉部門員工，舉辦機械、電子、電氣、儀控及放射化學、輻射防護、非破壞檢測等各種技術維護訓練；林口核能訓練中心更於民國八十九年十一月通過ISO-9001的認證，使得核能在職訓練的品質達到國際水準；林口核能訓練中心核能在職訓練的紮實與否有賴採行有效的評估措施加以衡量引發本研究之動機。 一個完整的在職訓練制度至少應包含訓練需求、訓練規劃、訓練實施執行與訓練評估；而精確的訓練評估可以確認訓練的成效，並可將訓練評估結果回饋至訓練方案之訓練需求、訓練規劃、訓練實施執行中，藉此改進訓練方案之缺失；因此，訓練評估，是舉辦教育訓練成功與否的重要關鍵。 本研究首先經由台電公司現行核能在職訓練體制之認識和國內、外與訓練評估有關之期刊論文之整理，建立本論文所欲引用之Kirkpatrick四層次訓練評估模式;經由相關文獻歸納出訓練評估之變數，再依據研究目的，擬定研究假設，進而設計問卷的內容與抽樣的過程，對所有之研究對象普以問卷調查，再由統計方法分析得出訓練評估之成效，作成結論與建議。其中問卷資料經由統計方法分析及檢定得知核能在職訓練評估之關鍵因素及了解台電公司員工在接受林口核能訓練中心核能在職訓練課程後之滿意度且得知員工接受核能在職訓練後，個人將所學專業知識及工作技能用以改善目前工作之情況。 本研究採用Kirkpatrick四層次訓練評估模式來進行評估。不過由於研究時間的限制，僅能就四層次中的反應層次、學習層次及行為層次來進行評估，結果層次之評估不列入本研究之範圍內。

In 1993,Taiwan Power Company established the Lin-Kou Nuclear Training Center. Training programs related to the fields of mechanical, electrical, electronic, instrumentation, chemical, radiation protection, non-destructive testing, etc. are implemented. It also earned ISO-9001 certification in l990, and ensure the quality of training guaranteed by following the international standard. Whether the training programs implemented are effective or not, they must be evaluated with effective methods. Out of this motive, it drives me to do the research. As a complete training system, it, at least, includes training demand evaluation, training planning, implementation and evaluation of training. A precise evaluation of training can measure the performance of the training programs, and it has the function to feed back to the training programs. It may eliminate the demerits of the training programs. To realize the implementation of a training program being succeed or not, the training evaluation is therefore the most important key point in the process of training. In preparation of writing my thesis, the steps are as follows: first, I study domestic and overseas periodicals about training evaluation, and know the nuclear training system in Taiwan Power Company to create the training evaluation mode, ”Kirkpatrick’s four levels evaluation”; then I induct the training evaluation variables; then according to the aims of study, I assume the study hypothesis in order to design the contents of the questionnaire and the procedures of sampling; then, I investigate the objects of study; and then I analyze the data of the questionnaire by statistics package software SPSS and get the results of training evaluation. Finally, I shall draw the conclusions and suggestions to both Lin-Kou Nuclear Training Center and nuclear power plants.When we get the key factors to evaluate the training programs, we shall know the degree of satisfaction of the training programs and degree of improvement of our employees with the knowledge and skills they learned during the training. This thesis describes that the usage of the Kirkpatrick’s four levels training evaluation to evaluate for evaluation of the training programs. However, because of short of the time, this thesis merely evaluate the training program in reaction level, learning level, behavior level of Kirkpatrick’s four levels. This thesis doesn’t include the evaluation training program in result level of Kirkpatrick’s four levels.