發(fā)布時(shí)間：2018-01-04 07:09

  本文關(guān)鍵詞：甘孜州康定市公務(wù)員培訓(xùn)滿意度的調(diào)查研究　出處：《電子科技大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 公務(wù)員 康定市 培訓(xùn)滿意度

【摘要】：公務(wù)員培訓(xùn)是加強(qiáng)公務(wù)員能力建設(shè)、提高公務(wù)員素質(zhì)的重要途徑。加強(qiáng)公務(wù)員培訓(xùn)可以推動(dòng)公務(wù)組織成員工作水平不斷提高,提高政府的執(zhí)行力和公信力,而培訓(xùn)滿意度不僅能夠檢驗(yàn)培訓(xùn)的效果,而且能夠掌握受訓(xùn)者參與培訓(xùn)積極性的狀況,為再次培訓(xùn)提供參考,并促進(jìn)培訓(xùn)的進(jìn)一步提升。本研究選取以四川省甘孜藏族自治州康定市為代表的民族地區(qū)的公務(wù)員為研究對(duì)象,運(yùn)用公共管理理論知識(shí),通過文獻(xiàn)資料法、結(jié)構(gòu)化訪談、開放式問卷等方式歸納分析培訓(xùn)滿意度的影響因素,設(shè)計(jì)公務(wù)員培訓(xùn)滿意度的調(diào)查問卷,并以網(wǎng)絡(luò)或電子郵件等形式發(fā)放調(diào)查問卷為主,實(shí)地調(diào)查為輔,綜合運(yùn)用統(tǒng)計(jì)分析方法進(jìn)行量化分析,以期為政府機(jī)關(guān)的人力資源管理提供參考。本研究依據(jù)美國顧客滿意度測(cè)評(píng)體系(ASCI),構(gòu)建了“培訓(xùn)預(yù)期”、“培訓(xùn)質(zhì)量感知”、“培訓(xùn)滿意度”、“培訓(xùn)抱怨”和“培訓(xùn)意愿”5個(gè)結(jié)構(gòu)變量,通過15個(gè)觀測(cè)變量對(duì)培訓(xùn)滿意度進(jìn)行測(cè)量,通過因子分析、探索性分析、層次分析法對(duì)康定市公務(wù)員培訓(xùn)滿意度進(jìn)行了綜合分析,闡述了不同數(shù)據(jù)之間的結(jié)構(gòu)和關(guān)系,厘清了影響培訓(xùn)滿意度的要素,對(duì)“因培訓(xùn)內(nèi)容、培訓(xùn)形式較單一,培訓(xùn)課程設(shè)置較寬泛,康定市公務(wù)員對(duì)培訓(xùn)滿意度不高”;“在培訓(xùn)師資、培訓(xùn)設(shè)施設(shè)備環(huán)境等方面,康定市公務(wù)員對(duì)培訓(xùn)滿意度不高”;“康定市公務(wù)員培訓(xùn)需求不高,缺少培訓(xùn)需求調(diào)查,造成培訓(xùn)滿意度不高”和“康定市公務(wù)員培訓(xùn)中較少運(yùn)用培訓(xùn)評(píng)估手段,培訓(xùn)后對(duì)工作效率及個(gè)人綜合素質(zhì)的影響較小,造成滿意度不高”四個(gè)假設(shè)進(jìn)行了驗(yàn)證討論,并分別從建立培訓(xùn)需求分析機(jī)制、實(shí)施有效的培訓(xùn)管理、建立培訓(xùn)評(píng)估機(jī)制三個(gè)方面提出了提高培訓(xùn)滿意度的對(duì)策建議,從而對(duì)公共部門的人力資源管理的培訓(xùn)管理提供參考及借鑒。
[Abstract]:The training of civil servants is an important way to strengthen the capacity of civil servants and improve the quality of civil servants. Strengthening the training of civil servants can promote the continuous improvement of the working level of members of public service organizations and improve the executive power and credibility of the government. And the training satisfaction not only can test the effect of training, but also can grasp the training participants participate in the status of enthusiasm, for re-training to provide a reference. And promote the further improvement of training. This study selected civil servants in the minority areas represented by Ganzi Tibetan Autonomous Prefecture of Sichuan Province as the research object, using the theory of public management knowledge, through the method of literature. Structured interviews, open questionnaires and other ways to analyze the impact of training satisfaction factors, design civil service training satisfaction questionnaire, and mainly in the form of network or e-mail questionnaires. Field survey is supplemented by a comprehensive use of statistical analysis method for quantitative analysis, in order to provide a reference for the human resources management of government agencies. This study is based on the American customer satisfaction evaluation system (ASCI). Five structural variables of "training expectation", "training quality perception", "training satisfaction", "training complaint" and "training will" were constructed, and 15 observation variables were used to measure the training satisfaction. Through factor analysis, exploratory analysis, analytic hierarchy process to Kangding City civil service training satisfaction degree of comprehensive analysis, elaborated the structure and relationship between different data, clarify the factors that affect the training satisfaction. To "because of the training content, the training form is relatively single, the training curriculum is relatively broad, Kangding City civil servants' satisfaction with the training is not high"; "in the training of teachers, training facilities and equipment environment, Kangding City civil servants on training satisfaction is not high"; "Kangding City civil servants training demand is not high, lack of training needs investigation, resulting in training satisfaction is not high" and "Kangding City civil servants training training less use of training evaluation means." After training, the four hypotheses are verified and discussed, which have little influence on the work efficiency and personal comprehensive quality, which result in the low satisfaction degree, and respectively from the establishment of training needs analysis mechanism to implement effective training management. Three aspects of training evaluation mechanism are put forward to improve the training satisfaction, so as to provide a reference for the training management of human resources management in the public sector.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：D630.3

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