本研究運用Q方法探討企業內部講師職能。隨著知識時代來臨，企業間競爭愈來愈激烈，想要維持良好競爭力的關鍵在於人才，培養人才的核心又在於教育訓練。在培訓中傳授知識的講者能夠區分為內部講師及外部講師，相較於外部講師，內部講師對企業文化較為熟嫻，因此更能針對企業發展的核心目標提供適切訓練內容。本研究首先經由國內外文獻、專家訪談、期刊資料找出13項內部講師職能，再透過Q方法對14位研究對象進行施測，研究結果發現內部講師對職能的認知共有三種類型「積極回應需求型」、「有效專業溝通型」、「深度創意思考型」，每種類型皆有對應該類型的重要職能；本研究亦透過訪談，並將訪談資訊統整成四個主題1.「講師依照公司營運和學員背景，調整課程及教材內容」、2.「講師依照學員需求，以不同角度刺激思考和分享互動」、3.「講師憑藉個人特質和專業提升成效」、4.「講師憑藉個人魅力和意念激勵學員」，訪談結果能夠與三種認知類型相對應，加強研究可信度。企業能依最符合自身文化或需求的類型選擇內部講師需具備的職能，作為企業挑選和培訓內部講師時的良好依據。

This study uses Q methodology to investigate the competencies of corporate trainers. With the advent of knowledge era, competition among enterprises has become increasingly fierce. The key to maintain good competitiveness advantage lies in talents, and the core of cultivating talents lies in employee training. Trainers who impart knowledge in employee training can be divided into corporate trainers and external trainers. Compare to external trainer, the proficiency in corporate culture make it possible for corporate trainers to provide appropriate training content for achieving the core goals of corporate development. This study identified 13 corporate trainers’ competencies based on domestic and foreign literature, expert interviews, and journals, and then conducted Q method for 14 research subjects. The results showed three types of corporate trainers: "actively responding to needs", "effective professional communication", and "in-depth creative thinking". Each type includes important competencies corresponding to the type. This study also summarized the interview data into four main themes: 1."The trainers adjusts the content of courses and teaching materials according to the company's operations and the background of the students", 2." The trainers use different perspectives to stimulate thinking, sharing and interaction according to the needs of students", 3." The trainers use personal characteristics and professionalism to improve effectiveness", 4." The trainers motivate students with personal charm and ideas ". The interview results correspond to the three types of cognition styles. Therefore, enterprises may identify the competencies of corporate trainers according to the type that best meets their own culture or needs. Moreover, this study gives enterprises a good basis for selecting and training corporate trainers.

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