Consideration from the Human Resourse Development Aspect
(i)Short term:Job capacity development In order to answer the job capacity needs by the organization, a training is conducted to fill the fap between required knowledge / skills / attitude and those of actually possessed on currentry or future assigned by acquiring professional knowledge and skills and learning appropriate attitude and behivior.
(ii)Mid/long term:Career Development In order to meet the cereer development needs by the organization, a training is conducted to fill the gap between required knowledge / skills / attitude and those of actually possessed, which is preferable to develop at current atage for future posting. The training is conducted for the plannd and life-time career development program for future posting, taking into account of the corporate policy / strategy, and to cope with environmental changes.
(2)Pre-and post-evaluation/examination In order to measure the performance in the training, it is important to evaluate training. This training evaluation means the process of identifying how successful a training action has been and whether or not it was worth the cost and effort. There are four ways to evaluate a training course, i.e., (i)Trainees reaction It is collection and checking of questionnaire filled out by the trainees as to how useful, overall, the trainees felt the training to be, the main things the trainees have learnt from the training, how easy / difficult it will be to apply the learning at their workplace, whether the trainees believe the training will help improve their job performance, whether the trainees will help bring about the desired results from the organization's points of view, teaching methods, trainerss' effectiveness, properness of training materials, and training management.
(ii)Checking to what extent the training objectives have been met. To measure the effectiveness of the training, there are four means, comparison of pre and post questionnaire, skills cheklist replied by the trainees, written and/or oral tests conducted at different atages of the training, and trainers' abservation and jidgement.
(iii)Job performance as a reslut of training This is collection of information on the avaluation of the service receivers (counterparts) to the trainees, and it is to measure how much the trainees became able to do out of what the trainees needs to bo able to do as a result of the training.
(iv)Organizational outcome This is an action taken to measure to what axtent the original aims of the training has been acheved, in terms of the organizational objectives. Evaluation by (iii) and (iv) mentioned above is conducted at sometimes after the training verifying between a few months to a year or more, when the learning has had a chance to translate into activity which can be compared the initial requirements.
(3)Transfer/Promotion The result of individual trainee is sent to the Personal Section at the relevant Customs.The relevant Customs takes into consideration expertise acquired and performed by the trainee. The trainee has a chace to declare what training courses, at maximum three courses, he/she has completed once at the begining of the year. A certain percentage of trainees from the top at accomplishment test are honores in an advanced course for Levels?U and ?Vofficials and in a professional course for Unit Chief Officials. Those officials are rewarded by special increase in salary.
(4)Other Training needs are annually collected from every unit of all Cstoms. These needs are subject to due consideration and, if appropriate, accoedingy reflected in the Annual Training Plan in the following year.
