기업 교육훈련 평가정보에 대한 이해관계자의 인식수준 비교분석　

Comparative Analysis on Stakeholder Perception Levels of Evaluative Information for Corporate Training Program

The purpose of this study was to understand current status of training evaluation activities and make some suggestions for training evaluators and practitioners through analyzing stakeholder perceptions on training evaluation information in business and industry settings. The subjects of this study were training practitioners and line managers from Korean insurance companies, which would represent two stakeholder groups for training evaluation. A survey instrument consisted of 25 items, which described possible information from evaluating a training program. The study sought to measure two stakeholder groups perception on the levels of importance, frequency, and satisfaction on each information. The results of this study were as follows: First, both groups perceived that the information on training impacts were more important than the ones on organizational change and training transfer. Second, both groups perceived that the information on training satisfaction and training design were more frequently experienced than the ones on training impacts, organizational change, and training transfer. Third, both groups were more satisfied with the information on training satisfaction and training design than the ones on organizational change and training transfer. Fourth, there were significant correlations among three perception levels of stakeholder groups on the majority of the information, except for the perception levels of importance and frequency on training impacts information. Finally, there were little significant differences between two stakeholder groups at three perception levels on the information, except for the perception levels of frequency and satisfaction on training design and operation information. Based on the results of this study, it was suggested that training evaluators and practitioners should make every concerted effort to examine what kinds of information the stakeholder in organizations would want from training evaluation. In addition, it would be necessary for training practitioners and evaluators to develop professional evaluation skills and so produce the evaluation information about training impacts, training transfer climate, and organization change.