陳榮昌陳志騰孫粕萍2025-08-282025-08-282023-09-11U0061-2706202314523500https://www.airitilibrary.com/Publication/alDetailedMesh1?DocID=U0061-2706202314523500https://nutcir-lib.nutc.edu.tw/handle/123456789/1246符合公司職能所需的優秀人才是企業永續經營的寶貴資產，亦是企業維持競爭力的根基；而職能訓練的成效則是人力資源發展的關鍵。現今，企業面臨持續的人才流動與短缺問題，以及產業升級的壓力。因此，符合公司發展所需的人才職能培育與其成效的議題，廣受各企業人力資源部門重視。在數位轉型的趨勢下，本研究聚焦於職能培育之成效議題，透過數位測驗平台的技術，運用測後數據提供弱點分析，作為補訓之參考；期透過引進測驗平台對於補訓成效之驗證與探討，作為線上測驗平台實務應用的參考。 為進行補訓成效驗證，本研究先以職能基準內涵為依據，發展考評驗證題庫，建立職能考核題目的一致性；其次進行三階段的實驗設計與執行。階段一－建立比較基準：實驗組與對照組採用相同測驗題目僅考試方式不同（實驗驗組採線上測驗、對照組採傳統筆試）並進行第一次測驗；階段二－補訓設計與執行：實驗組與對照組均於補訓前提供第一次測驗之分數，然實驗組額外提供答錯題目的弱點分析，之後再進行補訓；階段三－補訓成效比較：實驗組與對照組均執行第二次測驗，並進行成效分析。本研究以個案公司之倉儲員職能培訓為對象進行驗證，完成三階段全程實驗之受測者，實驗組共計39人，對照組共計30人。研究結果發現：(1)在職能訓測（第一次測驗）結果方面，經獨立t檢定可發現對照組分數表現顯著優於實驗組。(2)有關職能補訓（第二次測驗）之結果，經成對t檢定可發現實驗組第二次分數顯著優於第一次，而對照組兩次測驗分數則未有顯著差異。另經獨立t檢定發現對照組第二次分數表現與實驗組未達顯著差異。再就檢視『進步率』而言，研究發現實驗組整體進步分數高於對照組。(3)人力資源部門藉由數位平台評測，確實可輕易取得員工考核資料，對於日後人才培訓補訓之成效確實具有效益。Excellent talents that meet the needs of the company's functions are the valuable assets of the enterprise's sustainable operation and the foundation for the enterprise to maintain competitiveness; and the effectiveness of functional training is the key to human resources development. Nowadays, enterprises are facing the problem of continuous talent flow and shortage, as well as the pressure of industrial upgrading. Therefore, the topic of talent competency cultivation and its effectiveness in line with the needs of the company's development is widely valued by the human resources departments of enterprises. Under the trend of digital transformation, this study focuses on the effectiveness of competency cultivation. Through the technology of the digital test platform, the post-test data is used to provide weakness analysis as a reference for supplementary training. Through the introduction of the test platform, the verification and discussion of the effectiveness of supplementary training is used as a reference for the practical application of the online test platform. In order to verify the effectiveness of supplementary training, this study first develops an evaluation and verification question bank based on the connotation of the competency benchmark, and establishes the consistency of competency assessment questions; secondly, it carries out three-stage experimental design and implementation. Stage 1 - Establish a comparison benchmark: the experimental group and the control group use the same test questions only in different test methods (the experimental group adopts the online test, the control group adopts the traditional written test) and conducts the first test; Stage 2 - Supplementary training design and implementation: both the experimental group and the control group provide the score of the first test before the make-up training but additional weakness analysis of the wrong answer questions is provided to experimental group, followed by make-up training; stage 3 - comparison of the effectiveness of make-up training: both the experimental group and the control group carry out the second test, and carry out the effectiveness analysis. This study is verified by the competency training of the warehouse staff of the case company. The subjects who have completed the three stages of the experimental group are 39 people, and there are a total of 30 people in the control group. The research results found that: (1) the results of the competency training test (the first test), after independent t-test, it can be found that the score of the control group is better than that of the experimental group and is significantly. (2) competency supplementary training (second test) results, after pair t-test, it can be found that the second score of the experimental group is significantly better than the first one, while the scores of the two tests in the control group are not significantly different. In addition, after an independent t-test, it was found that the second score performance of the control group was not significantly different from that of the experimental group. In terms of "progress rate", it is found that the overall progress score of the experimental group is higher than that of the control group. (3) The human resources department can indeed easily obtain employee assessment data through digital platform evaluation, which is indeed beneficial to the effectiveness of future talent training and make-up training.zh數位評測職能訓練補訓學習成效Digital EvaluationVocational TrainingSupplementary TrainingLearning Performancemaster thesis