Investigation On Satisfaction Survey For Ganzi Kangding Government Employee Training

Training government employee is an important way to strengthen the competences and abilities of the employees.Emphasizing the training can constantly drive the members to improve their work,and improve the government’s executive power and credibility.On the other hand,training satisfaction survey not only can test the effectiveness of training,but also can monitor the trainees’ feedbacks to training,in order to be used as a reference for a second-time training,as well as to improve training program itself.This study selected government employees from Ganzi Tibetan Autonomous Prefecture Kangding as a targeting group.Many methods were used in this study,for example,the use of public management theory,the use of literature,interviews,open-ended questionnaires,etc.,in order to analyze and summarize the factors affecting their training satisfaction.The primary method is using satisfaction questionnaire through web or e-mail,and the secondary method is situational or face-to-face survey.The results were statistically analyzed and quantitated,so that a trustworthy reference for the human resource management of government agencies is provided.This study is based on the American Satisfied Customer Investigation(ASCI).5 structural variables were defined,such as training anticipates,perception of the quality of training,Training satisfaction,Training complained,and Training will.15 observations variable were used for measuring the training.A systematic analysis was done by factor analysis,exploratory analysis,and structural analysis.The relationship between different data was described,and the elements affecting the training satisfaction were clarified.4 different hypotheses were verified and discussed,as the followings: 1,lack of satisfaction because of the routine training content,training forms,and the broad training curriculum.2,lack of satisfaction because of the trainer or the training facilities,equipment,and environment.3,lack of satisfaction because of the needs for training is not high,and the survey for needs is missing.4,lack of satisfaction because there was no training evaluation,which means less impact on the efficiency and overall quality of the individual after training.This study provided suggestions through three aspects: training needs analysis,establishment for effective training management,and establishment for training evaluation,which can be used to improve the training satisfaction and to provide reference to the training management for public sector human resources.