因應二十一世紀「全球化」時代的來臨，無論私人企業或公務部門 ，無不以提高效能為首要之追求目標，藉以強化競爭力，其中最主要因 素在於人力資源，惟有人力資源不斷地被開發，工作知識傳承式累積以及組織能耐持續釋放，是任何成長型組織創造競爭優勢的基礎，管理大師Peter Drucker（2000）曾提出，未來的組織不是運用勞工而是知識工作者，所謂知識工作者，就是懂得如何運用知識從事生產的人（吳秉恩；2005）。 面對知識革命的浪潮，警察工作配合時代潮流演變，瞬息萬變，「在職訓練」（on-the-job training）是唯一立於不敗之地、不為潮流所淘汰的主要途徑之一，早期曾有位警政署署長曾喊出：「訓練是員警最大的福利」口號，突顯教育訓練之重要性，近期內政部更進一步、有效落實員警在職訓練之意涵，特於2003年4月定頒＜警察常年訓練辦法＞乙種，將警察之常年訓練之實施方式、種類，行諸於具體文字，展現高層決策者對於警察教育工作之重視。 研究教育訓練之相關理論者眾多，學者Goldstein（1986）指出訓練的基本架構大致包括：需求評估（Needs Assessment）、訓練與發展（Development）、評估（Evaluation）及訓練目標等四部分，國內學者吳秉恩（2002）以策略性人力培訓之觀點認為，進一步闡述實施員工培訓之合理程序：一、確定培訓需求，首要任務。二、決定培訓目標，計畫基礎。三、選擇培訓計畫，依序執行。四、執行培訓計畫，軟硬兼施。五、評估成效回饋，檢討改進。等具體之程序，本研究內容係藉由我國專業警察機關間，因其警察角色與一般行政警察之扮演不同，且各機關間屬性不一，其對於「專業訓練」重視之情形，對應於我國家公園警察專業訓練，作一全面性探討。 本文藉作者本身在國家公園警察大隊服務，且兼辦常年教育訓練業務多年之經驗實證分析，並探討國內外有關文獻，實際訪談有關人員，秉持「他山之石可攻錯」之精神，從多方面對於現況作研討，得到以下結論： 一、發現： （一）、目前專業警察的常年訓練存在的問題。 1.現有專業訓練設備不足。 2.專業訓練課程缺乏完整規劃。 （二）、國家公園警察常年訓練面臨的問題。 1.訓練設備不足。 2.專業職能學、術科學者、專家人才庫未建立，師資遴聘造成困難。 3.專業性的教育訓練器材缺乏。 4.訓練課程設計與規劃過於僵化。 5.部分專業課程缺乏書面輔助教材。 6.澄清部分受訪者易混淆的觀念。 二、建議： （一）、短期 1.積極籌劃專業人才庫及師資管道的建立。 2.常訓課程規劃應符合各隊特性。 3.妥加運用現有教學環境優勢。 4.建立完整專業訓練課程書面之教材。 5.鼓勵教官、助教的終身學習及在職進修。 （二）、中期 1.擬訂一套機制激發單位主管對訓練工作的重視及管考。 2.國家公園警察人力資源運用的調整。 3.訓練設備之增建。 4.民間資源運用及經驗交流。 （三）、長期 1.推動遠距或線上互動學習網絡。 2.成立國家公園警察刑事單位專責案件偵辦。 3.專業訓練設備的購置、增加訓練需求。 / With the forthcoming trend of the 21st century’s “globalization”, the private enterprises or the government departments try strenuously to raising the effectiveness as the pursuing goal so as to strengthening their competitive- ness. One of the main components is “human resources”. The foundations of any growing organization to create its superiority of competitiveness are to constantly developing “human resources”, to accu- mulatively inheriting work knowledge, and to continuously releasing the energy of this organization. Peter Drucker suggested in 2000 that the organizations of the future are not run by labors, but by knowledge workers. ( Wu, Bin-en, 2005) Facing the wave of knowledge revolution, police works have to do with the changing tides of the society. On-the-job training is one and the only way to cope with the elimination through competition. To focus on the importance of on-the-job training of the police, the Ministry of the Interior further issued a national “police on-the-job training measure” in April 2003 to make it more practicable. This on-the-job training measure fulfills the methods, the manners of training in specific words to show the respect of the police work among top management level. Among many researchers studied in the education and training fields, Goldstein (1986) pointed out that the essential structures of training included needs assessments, training and development, evaluation, and goals of training. Domestic researcher, Wu, Bin-en (2002), viewed with strategical aspects of human resources in cultivation and training, exerted that the ideal procedures of training employees would be: 1). To determine the need of training of employees as the priority. 2). To decide the goal of training as the foundation of training program. 3). To select training programs to execute orderly. 4). To execute training programs with the carrot or the club. 5). To evaluate and review training performances and feedbacks. Due to the different goals and roles between the specialized police agencies and administrative police agencies, this study overall studies the contents and the importance of the on-the-job trainings in specialized police agency—the National Park Police Corps. As a senior staff officer of the National Park Police Corps, and with several years of experiences in area of police on-the-job training, the author analyzed with experience and studied numerous documents in and abroad, personally interviewed relevant individuals. With the belief of “another’s suggestion can remedy one’s own defects”, the author tried in many aspects to discuss and came to the conclusions as follow: 1). To discover: A. the problems existed in the specialized police agencies: (a) inadequate facilities in specialized training, and (b) lack of complete plans in specialized training. B. the problems existed in the National Park Police Corps: (a) inadequate facilities in training. (b) short of specialized personnel both in academic and in martial circles, incomplete data bank of human resources. (c) lack of facilities in specialized training , especially those of ski, diving, ( mountain) climbing, upstream inspection, etc. (d) stiff training courses, lack of dedicate and complete planning or designing. (e) some specialized training programs are without written or printed documents, especially in martial art training. C. To clarify the confused concepts of the interviewed: Those who were interviewed tended to believe that insufficient training budgets and inadequate facilities in shooting ranges would affect training performances. They also tended to believe that, as sub-brigades of the National Park Police Corps scattered-situated, would affect learning performances. But, this study shows otherwise. 2). To suggest: A. to actively build up data bank of specialized personnel. B. to make a fitful training programs. C. to make good use superiorities of teaching environments. D. to collect some training documents and publish some reference books. E. to encourage instructors or assistant instructors to life- long learning or on-the-job studying. F. to set up a scheme to inspire the police chiefs to valuate and to pay attention to training programs. G. to adjust the human- resources of the National Park Police Corps. H. to increase the facilities in specialized training. I. to use of civil resources. J. to use distance learning or computer-assisted learning network. K. to add the section of criminal investigation. L. to increase the facilities and courses in specialized training.