各類組織在面對全球環境的快速變遷，常要求員工學習新知識，以利產品、服務與作業流程的更新，即提升員工創造力以為因應之道，然而如何提升員工創造力，則為其人資部門（HR）當務之急；而大部分組織的人資部門所規劃的教育訓練計畫含配套措施，並未考慮到部門間的差異性，大大降低計畫的效益。 本研究以工作能力，工作動機及人際關係為構面，並以部門別為干擾變數，企圖找出部門間的需求及改善措施構面上的差異，提供人資部門規劃教育訓練計畫的參考；本研究結果發現工作能力，工作動機及人際關係對員工創造力具顯著影響，部門間對工作能力，工作動機，人際關係的需求面及改善措施亦具有顯著差異，人資部門可依本研究所得，依部門間的差異，提供不同教育訓練計畫並落實訓練內容與宗旨，有效提升改善措施俾提高資源使用效率。 All manner of organization face the fast changes of the global environments. It will require employees to acquire new knowledge in order to renew products, services and operation procedures, but then we can raise employees’ creativity to deal with the situation. However, how to intensify employee’s creativity just front burner for the HR department. But, most organization’s HR departments are considered non diverse departments that plan training courses and supporting measures. It will seriously reduce the training plan’s beneficial result. This study uses the job capability, work motivation, human relationship for constructs, and different departments as intervening variable. We attempt to find out something different about departments of demand and improvement measures, to provide HR department reference to planning training courses. The studied results found out the hypothesis constructs had illustrious effect on employee’s creativity capabilities, and different departments for different constructs and improvement measures also had illustrious difference. HR department will depend on the study results to provide different courses for different departments. It will be practicable about contents and purpose of training courses, and use efficacious improvement measures to enhance available resources efficiency.
