Needs assessment for career development programs in the Taiwan Power Company (TPC)

Abstract

The harmonious meshing of employee career development needs and corporate\nmissions, goals, and objectives is a necessity for the growth and maintenance of both the\nindividual and the organization. This study was designed to investigate Taiwan Power\nCompany (TPC) white-collar employees?? perceptions of career development program\nneeds. The purposes of the study were (a) to identify the perceptions of career\ndevelopment program needs; (b) to explore the underlying constructs among current and\nfuture positions in regard to the employee??s perceptions of career development program\nneeds; (c) to investigate the differences among perceptions of career development needs;\n(d) to determine whether or not differences among perceptions of career development\nprogram needs exist among respondents who differ in terms of gender, age, and\neducation; and (e) to discover if individuals who differ in terms of job functions and job\nroles have different opinions on whether the selected career development programs were\nalready provided or should be provided by the company.This study was conducted using a questionnaire. The data were collected from a\nstratified random sample of 1,636 white-collar employees in the TPC. A response rate of\n82.5% resulted in a final sample of 1,351 respondents.\nThe content validity of the questionnaire was established via expert opinion and the\ninternal consistency of the instrument was calculated using Cronbach??s ??. Frequency\ncounts, central tendencies and standard deviations were used in the descriptive analysis\nof the current and future position data. Principle factor analysis with Varimax rotation\nrevealed six constructs for the current position data. Similar factor analytical results were\nobtained for the future position data. Two-way MANOVAs with Descriptive\nDiscriminant Analysis and univariate ANOVAs, with REGWF when appropriate, were\nused to probe significant main effects. Chi-square tests were employed to answer the\nresearch questions regarding the perceptions of whether the 33 career development\nprograms were already provided or should be provided by the company. Differences in\nterms of current and future positions were obtained for individuals who were classified\nby job function, job role, gender, age, and education. Twelve conclusions were generated\nand specific career development practices were suggested.

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