隨著知識經濟時代的來臨，企業對於人力的需求也已經從「勞力供給」走向「知識供給」，因此，教育訓練是每個企業的重點。台灣勞動部推動Talent Quality-management System(TTQS)用來協助各企業提升辦理訓練品質，訓練過程中透過完整的評核機制與相關利益人的參與，讓訓練與營運策略能有所連結。
外商Ｃ公司在導入TTQS後，評核制度大為改善，其數據產出也創下佳績，但在高階主管的知覺部分卻得到不一樣的結論。因此本研究希冀透過質性研究，更進一步探討外商公司因導入TTQS進而改善訓練評核後，是否有助於教育訓練品質提升，以及是否有助於提升主管訓練參與度與主管對於訓練的知覺是否有所改變。
本研究以外商Ｃ公司新品牌儲備幹部訓練為主要研究課程，透過深入訪談的方式，針對參與其中的四位高階主管進行資料蒐集。研究結果發現，由於評核制度的完整度增加，使得主管必須專心且花費時間陪伴學員完成課後功課或評核，進而讓學員的訓練品質產出更為良好，也因主管親自的參與訓練的過程，因而對於教育訓練產生不一樣的感受。訓練評核的落實確實對於訓練品質有所幫助，且會讓主管的參與度增加進而影響到主管對於教育訓練的知覺。但在訓練是否可以提升組織績效方面，訪談資料顯示，訓練與組織績效的提升還是沒有太大的關聯性。

關鍵詞：訓練評核、訓練品質、主管參與度、主管知覺 、 TTQS

Extended Abstract
SUMMERY
With the advent of the knowledge economy era, the demand for manpower by enterprises has shifted from "labor supply" to "knowledge supply." Therefore, education and training are the focus of every enterprise. Taiwan’s Ministry of Labor promotes the Talent Quality-management System (TTQS) to help companies improve the quality of training. Through a complete evaluation mechanism and the participation of relevant stakeholders during the training process, training and operational strategies can be linked.

After the introduction of TTQS, foreign company C has greatly improved its evaluation system, and its data output has also achieved good results, but it has reached different conclusions in the perception of senior executives. Therefore, this research hopes to use qualitative research to further explore whether the introduction of TTQS and the improvement of training evaluation by foreign companies will help improve the quality of education and training and whether it will help improve supervisors’ participation in training and supervisors’ perception of training.

In this study, the training of the new brand manager development training of the foreign company C company is the main research course. Through in-depth interviews, data is collected from the four senior executives involved. The results of the study found that due to the increase in the integrity of the evaluation system, supervisors must concentrate and spend time with the students to complete after-school homework or evaluation, so that the training quality output of the students is better, and it is also due to the supervisor’s personal participation in the training. Process, and thus have different feelings about education and training. The implementation of training appraisal is indeed helpful to the quality of training and will increase the participation of supervisors, which will affect the supervisor's perception of education and training. However, in terms of whether training can improve organizational performance, interview data show that training and organizational performance improvement are still not very relevant.

Keywords: Training Evaluation, Training Quality, Supervisor Participation, Supervisor Perception, TTQS

中文文獻
王怡強, 陳信豪, & 溫月桂. (2020a). 訓練機構導入 TTQS 對訓練品質影響之研究. 兩岸職業教育論叢, 4(1), 102-111.
王怡強, 陳信豪, & 溫月桂. (2020b). 訓練機構導入TTQS對訓練品質影響之研究. [Research on the influence of TTQS in training institutions on training quality]. 兩岸職業教育論叢, 4(1), 102-111. doi:10.6685/asvej.202010_4(1).0009
白景文, & 陳韋多. (2013). 協會導入TTQS關鍵成功因素之分析. [An exploratory study on the introducing TTQS critical success factors for associations]. 就業與勞動關係季刊, 3(1), 105-124. doi:10.6674/twelrq.201303_3(1).0007
匡萃沛. (2016). 訓練設計與組織因素對績效成果之影響-以產業屬性為干擾變項. 嶺東科技大學, Available from Airiti AiritiLibrary database. (2016年)
朱延智. (2011). 人力資源管理: Human Resource Management: 台灣五南圖書出版股份有限公司.
朱寶青, & 陳柏舟. (2001). 影響在職人士與碩士課程進修之決策因素. [Decision Making of In-Service Participants for Enrolling in a Graduate-Level Academic Program]. 大葉學報, 10(2), 1-13. doi:10.7119/jdyu.200112.0001
吳秉恩. (1986). 組織行為學: 華泰書局.
吳盈湘. (2011). 導入台灣訓練品質系統提升教育訓練品質. 亞東醫院品質季刊, 3(3), 18-19. doi:10.30164/ydyypjjk.201108.0006
巫祥朝. (2008). 組織內教育訓練品質之探討. 品質月刊, 44(5), 52-53.
李聲吼. (2004). 人力資源發展: 台灣五南圖書出版股份有限公司.
林金定, 嚴嘉楓, & 陳美花. (2005). 質性研究方法: 訪談模式與實施步驟分析. 身心障礙研究季刊, 3(2), 122-136.
林耿民. (2014). 臺灣訓練品質系統(TTQS)因果模式之研究-以策略性人力資源管理、組織創新及績效為變項. 淡江大學, Available from Airiti AiritiLibrary database. (2014年)
洪榮昭. (2002). 人力資源發展: 企業教育訓練完全手冊: 台灣五南圖書出版股份有限公司.
胡嘉寧. (2013). 醫院主管對醫院導入教育訓練品質評核系統(TTQS)之成效認知-以北部某區域醫院為例. 國立臺灣大學, Available from Airiti AiritiLibrary database. (2013年)
孫仲山, & 李德純. (2007). 職業訓練學員學習成效的影響因素－學員屬性的周密化分析. [Factors of Vocational Training Achievements-Elaboration Analysis on Personal Characteristics]. 高雄師大學報：教育與社會科學類(23), 29-50. doi:10.7060/knuj-es.200712.0029
張育誠, 吳鴻昌, & 李清潭. (2015). 意義, 脈絡, 反身性: 質性研究的科學性與正當性. 商略學報, 7(2), 71-88.
張曉平, & 劉衛東. (2003). 全球化、跨國公司投資與地區發展關係研究進展. [Imapcts of Economic Globalization on Regional Development: A Preliminary Review]. 地理科學進展, 22(6), 627-638.
陳月娥, & 周毓敏. (2020). 110年人力資源管理.
陳姿伶, 蔣憲國, & 劉伊霖. (2012). 運用 Kirkpatrick 四層次模式推行公部門訓練成效評估之研究. 農業推廣學報(29), 24-44.
黃惇勝, & 蔡靖一. (2010). 企業透過TTQS辦訓意願之調查研究. [Investigation on the Intent of Running TTQS-based Training by Business]. 東亞論壇(467), 65-80. doi:10.29705/ear.201003.0004
趙志揚, 楊主恩, & 洪麗淇. (2017). 訓練成效評估模式之發展－以個案B公司為例. [Build up Training Effectiveness Evaluation Model of B Company]. 管理實務與理論研究, 11(4), 1-20.
鄭毓婷. (2012). 教育訓練態度對教育訓練滿意度及工作績效之影響-以影響性認知與學習導向為調節變數. 中原大學, Available from Airiti AiritiLibrary database. (2012年)
盧美月. (2013). 從台灣推動TTQS觀點論企業文化對企業培訓、組織績效的影響. [A Study on the relationship between corporate training practices and organizational performance of Taiwan TTQS]. 就業與勞動關係季刊, 3(1), 91-104. doi:10.6674/twelrq.201303_3(1).0006
韓慧林. (2014). 以TTQS管理強化軍事訓練成效. [Strengthening Effective Military Trainings by the TTQS Management Principle]. 國防雜誌, 29(1), 101-120. doi:10.6326/ndj.2014.29(1).6

英文文獻
Fletcher, C. (1997). Appraisal: Routes to improved performance: Institute of Personnel and Development.
Minichiello etal. (1995). Timewell E. & Alexander L. In-depth Interviewing. (Second Edition. South Melbourne: Longman).
Myers, J. H., & Shocker, A. D. (1981). The nature of product-related attributes. Research in marketing, 5(5), 211-236.
Parry, S. B. (1997). Evaluating the impact of training: A collection of tools and techniques: American Society for Training and Development.
Smith, A. J., & Piper, J. A. (1990). The Tailor‐made Training Maze: A Practitioner′ s Guide to Evaluation. Journal of European Industrial Training, 5,20-21
Van der Klink, M., Gielen, E., & Nauta, C. (2001). Supervisory support as a major condition to enhance transfer. International journal of training and development, 5(1), 52-63.
Zeithaml, V. A. (1988). Consumer perceptions of price, quality, and value: a means-end model and synthesis of evidence. Journal of marketing, 52(3), 2-22.