A Study of the Performance Indicators at the Public Vocational Training Institute in Taiwan

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1 A Study of the Performance Indicators at the Public Vocational Training Institute in Taiwan Min-Hsiung Huang, Ph. D. student, Department of Industrial Technology Education, National Kaohsiung Normal University, Taiwan Jin-Ying Chen, Professor, Department of Social Work, College of Humanities and Social Sciences, National Pingtung University of Science and Technology, Taiwan ABSTRACT There are two main reasons to discuss the performance indicators at the public vocational training institute in Taiwan. Firstly, not only the business put emphasis on gaining higher profit, but the government pay much attention to seeks efficiency today. The government performance should be checked and understood. Secondly, the pressure of global competition and high unemployment-rate since 2002 make the public vocational training institute in Taiwan transform its role and function to deal with the growing manpower demand from industrial development in the future. On the basis of the two reasons, the purpose of this paper is to construct the performance indicators of the public vocational training institute in Taiwan. The study will use the method of Delphi analysis, and try to find the referable indicators. Keywords: the Public vocational training institute, performance indicators INTRODUCTION In the past, the main mission of the public vocational training institute in Taiwan is to provide the training. Nowadays, it becomes to play multiple roles. Taiwan faced the competition of globalization and pressure of high unemployment rate, the vocational training system since 2002 has begun to make the transition in order to answer the manpower demand of industry development in the future. The main tactics is to adjust public professional role and function of training institute using nongovernmental resources to achieve technical ability and to meet national competition by promoting employment rate. In the past, 6 vocational training institutes were set up all over Taiwan by the central government. They were simply responsible as the training provider. Nowadays, they are divided into 5 regional vocational training institutes and make plans and strategies for the centre in accordance with the geographical position after the transition, and the role and function becomes the resource integrated manager, the formulation purchaser, the performance assessor, and the introduction consultant.(chen YiMing, 2006:12). Moreover, the main practices at the public vocational training institute include: 1.Cooperating with industry's manpower demand in the area under one's jurisdiction, adjusting and developing newly-increased job opportunities; 2.Using non-governmental training resources to handle all kinds of vocational training; 3. Transacting the special training projects for the disadvantageous group (for example, jobless, aborigines, women who are single-parents, and senior or mid-aged persons, etc.); 4.Collecting the information of manpower demand in the industry and commerce, and uniting vocational training resources; 5.Setting up the resource network of the vocational training, and assessing the performance of the training institute. This research tries to find the performance indicators after the public vocational training system in Taiwan makes its transition. It will serve as an important reference for vocational education and training (VET )in the process of policy-making and the assessment of the training performance.

2 Research Purpose Ⅰ. To find the effectiveness of public vocational training in Taiwan after the transition. Ⅱ.To set up the standard for effective performance indicators for public vocational training institute in Taiwan. Ⅲ. Making suggestions to improve the public vocational training in Taiwan according to the results of the present study. Research Design Ⅰ.Research objective This research aims at discussing the performance indicators for transferring at the public vocational training institute in Taiwan. The research object includes 5 vocational training centers; they are Northern Training Center, Taoyuan Training Center, Central Training Center, Tainan Training Center, and Southern Training Center, Bureau of Employment and Vocational Training, Council of Labor Affairs, Executive Yuan. The samples of questionnaire respondents of Delphi are the educational and training authorities who work at the public training institutes, employment service institutes, education and training center at colleges, local government labor affairs bureau, and manpower banks,etc. STUDY METHODS 1. Document Analysis Method By the way of collecting, arranging and analyzing the secondary materials, the author found out about the present situation of public vocational training, and then went on to analyze and compare the training materials, the number of people, the funds, the trade, and the employment rate. I regard the result as the reference of the performance indicators for the first time. 2. Questionnaire Investigation of Delphi The author drew up the questionnaire that named To construct the performance indicators for the public vocational training institute in Taiwan. And the author held counsel with 8 executives who knew the vocational training business well. 3. Data collection This research adopts annual laboring statistics published by committee of executive organ in 2006 as the data of document analysis. Then the author analyzed with the questionnaire To construct the performance indicators for the public vocational training institute in Taiwan. in order to assess tools. The Delphi questionnaire consults and confirms experts in April of 2007, began 3 times of consulting investigation and questionnaire test in May of Data processing According to the questionnaire data acquired by consulting and confirming experts, the author utilized SPSS to count the suit software and carry on statistical analysis. The result described with the average, standard deviation that the number of times of statistics and percentage is distributed, and it is used to understand the concentration of the expert opinion of samples and dispersed situation (Lin Qing Shan, 2003).

3 RESULTS AND DISCUSSION The main intension of the performance indicators after the transition in the public vocational training institute, contains 5 parts: including training offers, integration of the resources, planning to purchase, assessment of the performance and consultation and introduction. The expert investigators joined the study believe that Mean are true(m =4.38; M =4.75; M =4.38; M =4.63; M =4.25).And the values of the sample Standard Deviation are concentrated (SD =. 74; SD =. 46; SD =. 52; SD =. 52; SD =. 71). When the questionnaire investigation of Delphi 1 was hold, the expert investigator suggested to increase two main performance indicators, innovative service and to assist with the employment. Because of the main performance indicator training offers include the secondary performance indicator the employment rate after training. The suggestion of the authorities will not to be subsumed. After the three times investigations, the values of Mean and Standard Deviation in the 5 main performance indicators do not change much. The Mean is above 4, and the Standard Deviation is below 1. It shows the expert investigators have the tendency to agree to the 5 main performance indicators mostly. Among them, the Mean of training offers, integration of the resources, and assessment of the performance are above Specially the Mean of integration of the resources is above About all, it shows that expert investigators takes the same attitude toward that the public vocational institute will play the regional role to plan and manage vocational training. Table 1: The main intension of the performance indicators Main performance indicators 1.Training offers Integration of the resource rereresources Planning to purchase Assessmet of the performance performance comments the ancient bronze mirror 5.Consultation and introduction Innovative service to assist with the employment Ⅰ.Training offers The main performance indicator training offers contains 5 secondary performance indicators. They are the situation of the management and training by oneself, the situation of the management and training that commission of the enterprise, innovative training affairs, the satisfaction of the trainee, and the employment rate after training. The expert investigators agree to the result. The Mean is above 4. In the three investigations, the Mean of the situation of the management and training by oneself and innovative training affairs is above 4.5. It shows the expert investigators have the tendency to agree to the 5 secondary performance indicators mostly, and the training programs that held by the public vocational institute are still the core affairs. In 2006,there were 11,498 trainees to join the vocational training classes. The vocational training institute should consecrate to the innovative training by oneself, and answer to the manpower demanded of the industry. Table 2: The importance of the performance indicator training offers 1.the situation of the management and training by oneself the situation of the management and training that commission of the enterprise innovative training affairs the satisfaction of the trainee the employment rate after training

4 Ⅱ.Integration of the resources The main performance indicator integration of the resources includes 4 secondary performance indicators. They are to have in hand the regional supply and demand of manpower, to establish and use the relation and resource that among the industry, the government, and the schools, to check the training resource, and to combine with the local characteristic. It is at the time that Delphi 1 was hold, the expert investigators suggested to increase the indicator to combine with the local characteristic. In the three investigations, the Mean of the 4 effective indicators is above 4, and the Standard Deviation is below 1. It shows the expert investigators have the tendency to agree to the 4 secondary performance indicators mostly. The importance of the performance indicators to have in hand the regional supply and demand of manpower (M=4.50; SD=.76), and to establish and use the relation and resource that among the industry, the government, and the schools (M=4.63;SD=.52)is especially identified by the authorities. The public vocational institute will become the regional manager of the training resource in the future. So the ability of integrated resource become the key point of the successful role. The result of this study accords with the opinion that was advanced by Sun ZhongShan etc.(2005). They think that the competent authority of vocational training can fully use resources of the school, and spread the training programs by the industry, the government, and the schools. Table 3: The importance of the performance indicator integration of the resources 1. to have in hand the regional supply and demand of manpower to establish and use the relation and resource that among the industry, the government, and the schools to check the training resource to combine with the local characteristic Ⅲ.Planning to purchase The main performance indicator planning to purchase includes 3 secondary performance indicators. They are planning to purchase the training resource belonged to the government, planning to purchase the training resource belonged to the non-government organization, and the cost-effective of the planning to purchase. The expert investigators put emphasis on the cost-effective of the planning to purchase (M=4.13,SD=.63). On the contrary, the performance indicator planning to purchase the training resource belonged to the government is lesser importance. The Mean is 3.87, and the Standard Deviation is The strategy of the transferring at the public vocational training institute is to commend their training to the schools or the non-government organization except for training by oneself. That will augment the capacity of training.. According to the statistical data of the Bureau of Employment and Vocational Training, it probably accounts for 80% of the number of the trainee who joined the training classes that were commissioned to be the non-government organization in the most recent three years. They have the tendency to increase year by year (Chen YiMin, 2005). Because of the quality of the non-government organization is different, the performance indicator planning to purchase is not accepted absolutely. Table 4: The importance of the performance indicator planning to purchase Delphi 1 Delphi 2 M SD M SD 1.planning to purchase the training resource belonged to the government Delphi 3 M SD planning to purchase the training resource belonged to the non-government organization the cost-effective of the planning to purchase

5 Ⅳ.Assessment of the performance The main performance indicator assessment of the performance includes 4 secondary performance indicators. They are to set up the performance indicators, to put into practice the assessment of the performance, the improvement after the assessment, and the externality of the performance indicators. It is at the time that Delphi 1 was hold, the expert investigators suggested to increase the indicator the externality of the performance indicators. Among the 4 secondary performance indicator, the Mean of the 4 effective indicators is above 4, and the Standard Deviation is below 1. It shows the expert investigators have the tendency to agree to the 4 secondary performance indicators mostly. The importance of the performance indicator the improvement after the assessment (M=4.75; SD=.52)is especially identified by the authorities. Because of the assessment of the performance is the effective tool to assured the training quality. Nowadays, the method of the assessment of the performance is to set up the standard. from Top to Down. And the method of the administration is to commend the equitable groups and authorities to practice. The result of the assessment of the performance becomes the basis that whether it can be commended to handle the training classes in the future. The justice of the process and the clearness of the indicators are the important keys to the results of the assessment. If the shortcomings cannot be improved, the work of the assessment will become meaningless. Therefore, the study finds the authorities attach great importance to the improvement after the assessment. Table 5: The importance of the performance indicator assessment of the performance 1.to set up the effective indicators to put into practice the assessment of the performance the improvement after the assessment the externality of the performance indicators Ⅴ.Consultation and introduction The main performance indicator consultation and introduction includes 3 secondary performance indicators. They are the consultation of the vocational training class, the assessment about the compatibility of the trainee, and the employment service for the trainee. According to the result of the study, The Mean is respectively, and the Standard Deviation is respectively. All averages of the Mean is above 4, and the Standard Deviation is below 1. It shows the expert investigators have the tendency to agree to the 3 secondary performance indicators mostly. The importance of the secondary performance indicator the employment service for the trainee shows the highest grades. The result of the study responds to the Article 1 of the Vocational Training Act in Taiwan: In order to implement vocational training, to foster technical manpower for national construction, to enhance working technology and to promote national employment, this Act is hereby enacted.under the training goal that led in employment, the vocational training except to cultivate the ability of the employment, the employment should be the important indicator of the training assessment. Table 6: The importance of the performance indicator consultation and introduction 1.the consultation of the vocational training class the assessment about the compatibility of the trainee the employment service for the trainee

6 CONCLUSION AND SUGGESTION Ⅰ.Conclusion This study tries to construct the performance indicators in the Public Vocational Training Institute in Taiwan. According to the survey in quality analysis, the main performance indicators contain 5 items, including training offers, integration of the resources, planning to purchase, assessment of the performance and consultation and introduction,etc., and 19 secondary performance indicators. Among them, we especially put more emphasis on training offers, integration of the resources, and assessment of the performance, and in the specific performance indicators, there are 6 critical indicators which averages above 4.50, including the situation of the management and training by oneself, innovative training affairs, to have in hand the regional supply and demand of manpower, to establish and use the relation and resource that among the industry, the government, and the schools, the improvement after the assessment, and the employment service for the people who join the training. About all the important degree is the highest. Besides, the importance of the secondary performance indicators is described as follows and Figure 2: 1.the situation of the management and training by oneself 2.the situation of the management and training that commission of the enterprise 3.innovative training affairs 4. the satisfaction of the trainee 5. the employment rate after training 1. to have in hand the regional supply and demand of manpower 2. to establish and use the relation and resource that among the industry, the government, and the schools 3. to check the training resource 4. to combine with the local characteristic 1.planning to purchase the training resource belonged to the government 2.planning to purchase the training resource belonged to the non-government organization 3. the cost-effective of the planning to purchase 1.to set up the effective indicators 2.to put into practice the assessment of the performance 3. the improvement after the assessment 4.the externality of the performance indicators 1.the consultation of the vocational training class 2.the assessment about the compatibility of the trainee 3.the employment service for the trainee 1.The training offers The part contains 5 items, including the situation of the management and training by oneself, the situation of the management and training that commission of the enterprise, innovative training affairs, the satisfaction of the trainee, and the employment rate after training. The significance from up to down is innovative training affairs, the situation of the management and training by oneself, the employment rate after training, the situation of the management and training that commission of the enterprise, and the satisfaction of the trainee. 2. The integration of the resources The part contains 4 items, including to have in hand the regional supply and demand of manpower, to establish and use the relation and resource that among the industry, the government, and the schools, to check the training resource, and to combine with the local characteristic. The significance from up to down is to establish and use the relation and resource that among the industry, the government, and the schools, to check the training resource, and to have in hand the regional supply and demand of manpower, to check the training resource, to combine with the local characteristic. 3. Planning to purchase The part contains 3 items, including planning to purchase the training resource belonged to the government, planning to purchase the training resource belonged to the non-government organization, and the cost-effective of

7 the planning to purchase. The significance from up to down is planning to purchase the training resource belonged to the non-government organization, the cost-effective of the planning to purchase, and planning to purchase the training resource belonged to the government. 4. Assessment of the performance The part contains 4 items, including to set up the performance indicators, to put into practice the assessment of the performance, the improvement after the assessment, and the externality of the performance indicators. The significance from up to down is the improvement after the assessment, the externality of the performance indicators. 5. The consultation and introduction The part contains 3 items, including the consultation of the vocational training class, the assessment about the compatibility of the trainee, and the employment service for the trainee. The significance from up to down is the employment service for the trainee, the assessment about the compatibility of the trainee, and the consultation of the vocational training class. Ⅱ. Suggestion 1. It is necessary to find the right and required performance indicators. They will help the public vocational training institute in Taiwan to show the accountability, control the operation of the organization, and develop the service. 2. The public vocational training institute in Taiwan should hold the ascendancy of the training by oneself, and to strengthen the development of the main vocation. 3. To innovate the training service ceaselessly,and develop the training policy of the regional industry. 4. To set up the resource network among the industry, the government, and the schools. And try to offer the program to train and to get a job at the same time by cooperating with enterprise. 5. To regard the trainee as the key point, and to offer the training that can promote the ability of the employment with strengthen employment service. REFERENCES Chen Yi-Min,(2006). The vocational training reviews and prospects in Taiwan, Taipei: Bureau of employment and vocational training, Taipei: Council of labor affairs, Executive Yuan. Lin Qing-Shan, (2003). The statistics of psychology and education, Taipei: East China's bookstore. Sun Zhong-Shan, Liu Jin-Quan,(2005). A preliminary view of the vocational training, The security of employment, the second issue of volume 4, pp