面對瞬息萬變的全球經濟環境，與高度不確定的產業競爭態勢，人力資本素質的提升己成為競爭的關鍵因素之一。一般而言，組織內部提升人力資本素質的方法，最常見也最重要的便是進行教育訓練，期望能透過教育訓練增進員工在工作知識、技能、態度上的有效提升，從而提升個人的工作績效，並進一步達成企業整體經營績效的提升的目標。
也因此，企業推動教育訓練與訓練成效評估一直是相當受重視的議題，畢竟企業辦訓即是希望能提升人力資本、培養企業策略需求人才，並創造企業競爭優勢，這也是企業高層關心的重點。
但不可諱言，企業在導入訓練專案時，常會遇到內部成員的抗拒而產生阻礙，以致專案導入無法順利成功，或是訓練成效無法落實的狀況。本研究即是以個案公司為例，陳述個案公司之教育訓練負責人在規劃導入訓練專案時所遇到的歷程與困境，藉此使讀者理解企業在推動訓練專案時，應有的執行方法與步驟，及落實訓練成效的配套措施等，進而學習到相關的人力資源管理與人力發展等議題。

Facing the rapidly changing global economic environment and highly uncertain competition situation in the industries, the enhancement in the quality of human capital has become one of the key factors of the competition in the companies. Generally speaking, training and development is the most common and important way to enhance the quality of human capital within the organizations. It is expected that there are effect improvements in employees’ working knowledge, skills and attitude through training and development. And, from the enhancement of the individual’s performance, it could further achieve the objective of the enhancement of the business operation performance.
Therefore, the training and development and the evaluation of training have always been the focused issues in the companies. After all, it is expected that trough training and development it could enhance the quality of human capital, cultivate the talents for business strategy needs and create the competition advantages of the companies that are also the main concern of top management of the companies.
Undeniably, there are hinders due to the resistance from the members within the organizations and it leads to the failure in conducting the training programs or the performance of the training can’t be effective in the organizations. This study is based on a company case; it states the executer of the training in the company has faced the experiences and difficulties when conducting the training programs. It also helps readers to understand necessary methods and steps in the execution of the training and in implementing the supportive actions of the evaluation of training. Furthermore, it makes readers to realize related issues in human resource management and development and so on.

1.方淑娟，(1997)。「訓練需求分析與組織績效之關係—以人力培訓績優廠商為例」，高雄工學院管理科學研究所碩士論文。
2.江增常，(2013)。「訓練品質系統對訓練績效之影響－以訓練遷移與學習動機為中介變項」，國立台北科技大學技術及職業教育研究所博士論文。
3.吳宜芳(2007)。台灣訓練品質系統(TTQS)對企業核心能力與組織績效影響之研究。南台科技大學技職教育與人力資源發展研究所碩士論文。
4.李藹慈，(2005)。「台灣地區職場教育訓練發展之探討」，終身教育3(5)。
5.許宏明，(1997)。「高科技產業的教育訓練制度與組織績效之相關性研究」，國立中央大學企業管理研究所未出版碩士論文。
6.陳玉琳(2007)。導入策略性訓練體系關鍵成功因素之研究－以TTQS標竿企業為例。國立臺灣科技大學企管研究所碩士論文。
7.陳彥豪(2004)。訓練制度與訓練認知對員工職能提升、組織承諾與工作投入之影響。中山大學人力資源管理研究所碩士論文。
8.陳哲彥（1997）。人力資源管理與組織績效之關係。國立中山大學人力資源管理研究所碩士論文。
9.陳偉明(2009)。TTQS 整體落實度對組織績效之影響-以人力資本為中介變數。國立臺灣科技大學企業管理系碩士論文。
10.曾美惠（2002）。人力資源專業職能對組織績效之影響-以人力資源管理活動為中介變項。國立中央大學人力資源管理研究所碩士論文。
11.黃同圳、許宏明(1996)。高科技產業的教育訓練制度與組織績效之相關性研究。科技管理學刊，1(1)，57-83。
12.黃詩宜(2008)。企業導入TTQS訓練品質系統之關鍵成功因素研究。國立中正大學企管研究所碩士論文。
13.劉彥慧（2008）。訓練品質系統評核指標之研究-以國家訓練品質系統(TTQS)為例，國立高雄應用科技大學人力資源發展系碩士論文。
14.Allen, W. C. (2006), “Overview and evolution of the ADDIE training system,” Advances in Developing Human Resources, 8(4), 430-411.
15.Annette Cox, Tom Higgins, and Penny Tamkin (2012), “Evaluation of Investors in People: Employer Case Studies,” UK Commission for Employment and Skills, Evidence Report 59, 2012-09.
16.Blom, K., and Meyers, D. (2003), “Quality Indicators in Vocational Education and Training International Perspectives,” Australian National Training Authority, published by NCVER.
17.Bourne, Mike, and Monica Franco-Santos, (2010), “Investors in People, Managerial Capabilities and Performance,” Research at Cranfield School of Management, Issue 2010-01.
18.Juraj Vantuch, and Dagmar Jelinkova (2010), “A Bridge to the Future: European Policy for Vocational Education and Training, 2002-10” ReferNet.
19.Nielsen, S. P., and Visser, K. (1997), “Quality Debate in Initial Vocational Education,” European Centre for the Development of Vocational Training, Thessaloniki, Greece.
20.Seyfried, E., Kohlmeyer, K., and Futh-Riedesser, R. (1999), “Support Quality in Vocational Training through Networking,” CEDEFOP, Thessaloniki, Greece.
21.Elwood F. Holton, III, and Timothy T. Baldwin (2003), “Improving Learning Transfer in Organizations,” USA.
22.Baldwin, T.T, and Ford, J.K. (1988), “Transfer of training: A review and directions for future research,” Personnel Psychology, 41 (65).