A Study On The Personal Training Demands Of Civil Servants In Financial Departments

Training is an important approach to effectively utilitalize and develope organizational human resources and a basic task to enhance organizations' comprehensive competetitiveness. Training demands analysis means to systematically identify and analyze knowledge and skills of the organization and its members, in order to clarify if organizational training is needed and what is expected to be trained, before the planning and design of practical training.An empirical study on the personal training demands of civil servants in financial departments is inspired to further training research and to enhance the quality and efficiency of the exsisting position-related training system of civil servants in financial departments. Based on the theory of Three-Factor-Model of Training Demands Analysis, this study carried out an empirical survey with self-made questionnaire and developed a Personal Training Demands Model of Civil Servants in Financial Departments.First, we indentified the operational definition of personal training demands analysis in the framework of the Three-Factor-Model. Then the Questionnaire of Personal Training Demands of Civil Servants in Financial Departments was worked out. The questionnaire was consisted of two sub-measures: the Questionnaire of Knowledge Demands and the Questionnaire of Capacity Demands. It turned out that the validity and reliability of both sub-measures matched the requirements of psychological measures.After three steps of research with the questionnaires: preliminary survey, formal survey and conformative survey, we obtained a large number of datas and developed a Personal Training Demands Model of Civil Servants in Financial Departments by means of factor analysis. The model was consisted of two independent structures: Knoeledge Demands Model and Capacity Demands Model. The former embedded five facotors as: financial business, human arts, leadership, basic administrative knowledge and topicality. The latter embedded three factors: conventional administrative capacity, personality-related capacity and leading capacity. The results of Confirmative Factor Analysis suggested that both models fit the datas well and both structures were stable and theorectically reasonable.