기술경영 교육만족도, 학습향상도, 현업적용도와 교육 순 추천지수(NPS) 간의 구조적 관계 분석 = An analysis of the structural relation equation on Technology Management Training Satisfaction, Learning Increase and Interaction between On-the-Job Application and Training NPS

다국어 초록 (Multilingual Abstract)

As a part of increasing worker productivity, a variety of scientific training and capability development methods are experimented and implemented by many training managers. However, despite a lot of efforts by training managers, decision makers on a corporate management level are still skeptical about the values training programs are designed to offer and tend to insist on providing verified supporting data about the program outcome. Hence, to get sustaining acknowledgement and support from trainees a training program in both private and public sectors must be thoroughly designed, especially in today's low-growth economy. Therefore this study tries to help training managers understand a new training trend that a training program must go beyond just achieving training satisfaction goals and must be valuable enough to be continuously recommended to trainees' colleagues. Using the training outcome methodology, this study also tries to offer a method to verify training investment values and provide relevant information. To achieve the above goals, this study first describes the goals and necessity of training outcome researches, and secondly introduces a theory on training outcome measurement and thirdly discusses a newly added training outcome measurement method. To wrap up the discussion, this study empirically verifies the validity of the suggested measurement method by offering applied cases and proposes insights and limitations of the study. Major study results are represented by 7 hypotheses and structural relation equations. Correlation between on-the-job application and training NPS shows significance only by superiors' assessment after 30 days from training course completion. Training satisfaction seems to be determined by the capability levels of both trainers and trainees. Training satisfaction shows significance in relationship with both a trainee and his superior's training NPSs 30 days after training completion. It also shows that a trainee's current capability level has no relationship with the trainee's learning achievement revealing that particular organization unit doesn't have a capability-fit training program at all. Hence based on this study's author's own experience, almost all other organizations have a similar problem too. Lastly, a confirmable factor analysis on 23 questions designed to measure training outcomes shows the outcomes are categorized into 4 factors: trainee's self-worthiness, customized training support, training satisfaction and superior's self-worthiness. And these factors are connected with each other by a structured relationship between a trainees's training NPSs after 30 days from training completion and on-the-job application levels after 30 days from training completion. Hence, this study proposes a methodology on how to accurately measure training outcomes especially in a low-growth economy environment. Also this study offers a meaningful value in that training managers can verify training investment values through training outcome measurement methods using training NPSs. However, this study has several limitations in that it studies only one training aspect in one organizational unit and doesn't conduct a long-term research on training outcome. Hence this study calls for more follow-up researches.

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