Training program for new financial advisors analysis of the company XY examines the whole training process in this company. The amalysis concentrates on distribution employees training. It tryes to find out the problems existing here. The analysis especially solves the evaluation of the training process. The work involves the recommendations leading to improve the training program in the future.

This study examined the influence of human resources development on systemic practices, utility, and organizational results among contracting professionals within the public and private sectors. The study used a quantitative, correlational research design to answer the research questions, which asked whether or not statistically significant correlations were observed between human resources development and systemic practices, utility, and organizational results in the public and private sectors. A purposive sample was drawn from the membership of the National Contract Management Association to obtain the data necessary to answer the research questions. Once data was collected, it was reviewed for missing values and outliers. Then, the data was coded and imported into SPSS version 22.0 for Macintosh for data analysis. The data was first analyzed descriptively to identify similarities and differences between public and private sector contracting professionals. Additionally, the data was arranged by construct and analyzed for correlations between HRD and systemic practices, utility, and organizational results. The study was grounded in two theories – Kirkpatrick’s hierarchy and contingency theory. The data were evaluated against each of these theories. Keywords: Federal contract management, contract specialist, contract professional, contracting professional, human resource development, organizational results, federal contracting, training, workforce development

published_or_final_version / Education / Master / Master of Education

本研究旨在瞭解博物館實施員工訓練之概況，並進一步探討博物館人員專業訓練施行後的成效、不同背景的博物館人員對訓練實施成效看法有無差異，以及主管階層對員工訓練實施成效的看法，以期研究所得能作為國內博物館規劃及人員訓練的參考。 為達研究目的，首先蒐集相關文獻，分析博物館人員專業訓練的相關資料；其次，透過個案研究國內自籌備設館以來即有計畫進行人員培訓、且為國科會數位典藏計畫主要成員之一的國立自然科學博物館，以了解該館數位化工作人員專業訓練概況；最後，則以問卷對數位化工作人員進行調查，以了解員工接受專業訓練的成效、不同個人背景與工作部門對員工訓練成效的影響，以及各組主管對員工訓練實施成效的看法。 研究結果發現：(1)數位化工作人員的專業訓練偏重在技術應用層面；(2)數位化工作人員對訓練軟硬體設施普遍感到滿意，但對訓練的評估及後續的升遷與福利等方面滿意度較低；(3)數位化工作人員在受過訓練後，在「數位化相關知識與整體概念」、「與業務有關的專業技能」及「工作目標認知與合作態度」等方面的學習皆有很大的進步，同時也能夠學以致用，確實應用在實際工作上；(4)數位化工作人員對訓練不滿意的原因以課程內容安排不當、未能切合自身工作需要及受名額或班次限制為主；(5)個人背景因素及工作組別不會影響數位化工作人員對訓練成效的看法；(6)主管多認為員工在接受訓練後，不僅在知識技能、工作態度等方面有明顯進步，對組織整體營運也有很大的助益；(7)數位化工作人員認為未來訓練課程的規劃仍應加強〝技術方面〞的課程，主管人員則認為可再加強與相關單位進行經驗交流。 根據研究結果，本研究提出以下建議，作為培訓單位、國立自然科學博物館日後辦理數位典藏相關人員訓練業務之參考：(1)加強「資訊技術」方面的訓練課程，考量報名學員的背景設計課程內容深度；(2)課程主題應時有更新，對於報名踴躍的課程可增加開課班次或名額；(3)實行職務代理人制度，確定員工的訓練需求，提供員工將訓練所學應用在工作上的機會；(4)重視員工訓練成效評估，明確制定訓練的賞罰，給予員工適當的回饋，以激勵增強其學習動機。 / This research is to provide a general understanding of the staff training in a museum, an evaluation of staff training, and the responses of managerial level in the hope that it might be a reference for the museum management in Taiwan. Firstly references related to staff training in the museum are collected and analyzed with the National Museum of Natural Science studied for a deep and practical understanding of the staff-training program. This museum is a member of the digital museum project, and its staff-training program is well established. Then the feedback from the staff of the digital museum project is analyzed to understand the effect of staff training, the influence to the training from different personal backgrounds and varied departments, and the evaluation from managers. The findings of this research include: (1) the emphasis of the training of the staff of digital project is in skill application; (2) the staff of digital project are generally satisfied with the training of hard- and soft-ware equipment, but less satisfied in the evaluation and the promotion and welfare after training; (3) the staff of the digital project have a huge improvement in the knowledge and the whole concept about digitalization, related professional skills, the recognition of targets and goals, and the attitude in cooperation. In the meantime the trainees are also able to apply what they have learned to their work; (4) the staff are dissatisfied with the content of the training program, the irrelevance to their job needs, and the limitation of the number of applicants or training sessions; (5) personal backgrounds and the different departments won’t affect the perception of the staff; (6) managers mostly approve the huge improvement of the staff in the knowledge and the attitudes to work, as well as the great benefit in organization; (7) the staff of digital project consider that the future training should still focus on skills and techniques, while managers consider that it should emphasize in the exchange of experiences with other organizations in the digital project. According to the result of this research, the following suggestions are offered to staff training centers as well as National Museum of Natural Science for the future training sessions for the staff of digital project: (1) Training sessions about information technology should be emphasized and the contents of sessions should be designed with the consideration of staff’s backgrounds; (2) The subject of the session should be updated, and more sessions and applicants should be provided in popular subjects; (3) The agent system should be established, the needs of trainees assured, and opportunities offered for the staff to practice what they have learned; (4) There should be the serious evaluation of staff training, the regulations for rewards and punishment, and proper encouragements to the staff to intensify their learning motives.

This thesis is primarily focused on the field of evaluation of organizational training and its possible application on outdoor-teambuilding training activities. The goal of the paper is to critically analyze the current state of knowledge of training evaluation and, based on the discovered facts, to synthetize evaluation model, which could be used for evaluating outdoor- teambuilding programs. Firstly, the basic concepts of outdoor-training, teambuilding and evaluation are introduced. In the following chapters, there is the presentation and comparison of chosen evaluation models, which are used in the field of training. Above mentioned part provides a theoretical base for the thesis and based on this, there is a new model introduced, which is modified specifically for outdoor-teambuilding evaluation. In the conclusion, there are also recommendations for further studies and researches. Key Words: evaluation, training evaluation, evaluation models, applied evaluation, current trends in evaluation, outdoor training, teambuilding

Individuals and organisations need to do much more if sustainable development is to be achieved. Appropriate environmental vocational education and training (EVET) is essential for current decision makers. Crucial decisions need to be made before the present generation of school and college students achieve significant positions of authority. An increasing range of EVET courses and course providers are available within the UK. However, availability is not synonymous with suitability for either the attendee and/or his/her (future) employer. Previous research indicates that, as a component of lifelong learning, EVET courses should and the methods used to evaluate them should be student-centred. This thesis describes the development and validation of a new studentcentred evaluation framework. Preliminary literature reviews identified six fundamental issues which needed to be addressed. Existing academically productive evaluation models were examined and critically appraised in the context of these problems. The output from this process was used to develop a bespoke research methodology. Empirical research on four commercial EVET programmes revealed distinct personal, teaching and work-based presage factors which influenced course attendance, individual learning and subsequent organisational learning. Modified versions of Biggs¿ 3P model and Kirkpatrick¿s Four level Evaluation Model were shown to provide an effective student-centred evaluation framework for EVET courses. Additional critical elements pertaining course utility and the student¿s long(er) term ii retention of knowledge/skill were derived from previous research by Alliger et al (1997). Work-based presage factors and the student¿s return on expectation were added as a direct consequence of this research. The resultant new framework, the Presage-Product Evaluation Framework, was positively received during an independent validation. This confirmed inter alia that the framework should also be capable of adaption for use with other VET courses. Recommendations for additional research focus on the need to demonstrate this through further empirical studies.

As ações educacionais ofertadas em ambientes de trabalho buscam suprir uma demanda crescente para atender novas exigências de desenvolvimento de competências individuais e organizacionais em contextos de diferente natureza. A análise dos resultados produzidos e da eficácia desses eventos instrucionais é de fundamental importância para verificar se os trabalhadores alcançaram aprendizagem satisfatória e se estão conseguindo aplicar o que aprenderam nos locais de trabalho. Nesse sentido, a identificação e a avaliação de resultados produzidos por meio de relatos empíricos trariam contribuições significativas para suprir lacunas de pesquisa. Dessa forma, a presente pesquisa objetivou avaliar uma ação educacional ofertadas a distância, visando relacionar a transferência dos conhecimentos, habilidade e atitudes (CHAs) aprendidos para o ambiente de trabalho com as características da clientela (dados sociodemográficos, e Estratégias de aprendizagem) e às Reações ao curso. A organização parceira oferece um curso a distância para funcionários de bibliotecas públicas do estado de São Paulo. Para a coleta dos dados, foram aplicados virtualmente os questionários de Estratégias de aprendizagem, Reação aos procedimentos instrucionais, Reação ao desempenho do tutor, os quais, anteriormente à coleta de dados, sofreram modificações para se adequarem às especificidades do contexto no qual ele foi aplicado. Também foi feita a aplicação do instrumento Transferência de treinamento, que foi construído de acordo com os objetivos instrucionais do curso. Para constatar as evidências de validade do instrumento, foram realizadas análises exploratórias fatoriais (Principal Components e Principal Axis Factoring) e de consistência interna (Alfa de Cronbach). Todas as escalas são estaticamente válidas e confiáveis. Os resultados encontrados mostraram que os participantes, durante o curso, fizeram uso principalmente das estratégias de aprendizagem Busca de ajuda ao material didático, Controle da emoção e Controle da compreensão. Os participantes apresentaram, em sua maioria, reações positivas ao curso e foram capazes de transferir a maioria do conteúdo aprendido para o ambiente de trabalho. Análises complementares, realizadas por meio de Teste T e ANOVA, não apresentaram resultados significativas. Em contrapartida, as análises de correlação mostraram uma correlação positiva entre a Reação aos procedimentos instrucionais e a Transferência de treinamento. Tais achados mostram a importância das Estratégias de aprendizagem para cursos dessa natureza. E apontam a Reação aos procedimentos instrucionais como variável relevante para a ocorrência da Transferência de treinamento. Mais estudos são necessários para sistematizar conhecimentos sobre Transferência de treinamento em organizações públicas e ampliar as discussões acerca da eficácia e aplicabilidade da modalidade EAD. / The educational actions offered in work environments seek to fulfill a growing demand for development of new individual and organizational skills in distinct contexts. The analysis of results and effectiveness of instructional events is relevant in order to verify how much the workers learned and if they are able to apply the acquired knowledge at the workplace. Respecting this, the evaluation and identification of the results obtained by research reports yielded relevant contributions to fill the research gaps. Thus, the present research aimed to evaluate distance educational actions, seeking to link the transfer of acquired knowledge, skills and attitudes to the workplace with the characteristics of the clients (sociodemographic data and Learning Strategies) and Reactions to the course. The partner organization offers a distance course to employees of public libraries of the state of São Paulo. The data was collect through Learning Strategies, Reaction to the instructional procedures and Reaction to the tutor performance forms applied virtually and adapted to the context of this research. The Transfer of Training instrument was also applied and built according to the instructional objectives of the course. In order to find the evidences to validate the instrument, factorial exploratory (Principal Components and Principal Axis Factoring) and intern consistency (Cronbachs Alpha) analysis were made. All the scales are statically valid and reliable. The results showed that the Learning Strategies mainly used by the students during the course was Help search to the courseware, Emotional control and Understanding control. The participants presented mostly positive reactions to the course and were able to transfer most of the content to the workplace. Complementary analysis made with Students T-Test and ANOVA did not show relevant results. Correlation analysis was positive in relating Reaction to the instructional procedures and Transfer of training. This findings show the relevance of the Learning Strategies to this type of course and point the Reaction to the instructional procedures as a relevant variable to Transfer of training. Further studies are needed to systematize the knowledge about Transfer of Training and public organizations and extend the discussion about effectiveness and applicability of Distance Education (DE).

筆者有感於人力資源發展之重要性，以及訓練乃為現代企業組織人力資源之重要途徑之一，故為達以下諸目的而導引本項研究： 一、探討訓練相關名詞意義及其內容。 二、探討訓練相關概念、理論及模式。 三、探討訓練評估之理論模式。 四、訓練評估之實證調查與分析─探討中華電信國際分公司辦理員工訓練 之成效。 五、展望未來─透過訓練成效評估，發展人力資源之建議與結論。 我國電信三法通過後，百年老店的電信事業於民國八十五年七月一日起改為國營公司型態，其面臨產業間其他電信公司的競爭，角色由百年老店之獨佔者，蛻變為自由開放市場之競爭者，其所屬員工如何運用訓練途徑，培養第二專長訓練，以及如何藉由訓練途徑發展人力、發展組織，使能因應組織變遷，讓人力資源獲最佳之效用，乃是本文實證分析之重點。 為深入了解人力發展、訓練途徑以及訓練成效、訓練移轉現況，筆者採取實證調查方式，編製問卷於民國八十八年四月十六日至四月廿六日對中華電信國際分公司員工進行抽樣調查，樣本為450份，問卷回收336份，回收率為75%，並將調查所得資料進行統計分析及彙整，期了解訓練成效，並提出改進建議。 本研究特針對中華電信國際分公司所開辦之訓練課程，包括：1.資訊電腦類2.外國語文類3.通信技術類4.企業管理類，於課程結束後對受訓學員施予問卷調查之評估。經研究調查後，有以下主要發現： 一、在各種不同課程之整體滿意度方面 以通信技術類整體滿意度最高；其次為外國語文類；值得重視的 是，資訊電腦類，因為電腦設備不足，其成效打折扣。此外，將整體 滿意度與性別做交叉分析、卡方檢定，發現男性受訓者對訓練整體滿 意度較高。 二、在整體不滿意度訓練原因方面 本研究問卷針對訓練成效反應不滿意、沒意見者，開放複選題方 式填答，每人最多可勾選三項原因，統計分析如下：認為名額太少或 班次太少所佔比率最高；其次為工作忙無法全程參與；最後為未能配 合現在工作需要。此外，不滿意之其他原因，依受訪者自己填答者， 分別有：開課資訊未能普遍知會各單位、公司限制人數、次數，每班 上課學員太多，上課期間無人代理業務，時間過短，師資不夠專業、 缺專用訓練教室及訓練設備（電腦）等原因，頗值得決策當局重視與 改善。 三、在訓練需求分析方面 1.就未來訓練課程規劃方面，員工期待未來訓練課程須能配合公司未 來發展需要，員工個人現在工作技能之加強及員工個人未來工作轉 換之需要等均佔極高之百分比，其中尤以配合未來發展需要最高。 另外，由員工自行填答者，有加強對全體員工熟悉公司各項業務， 應對全體員工全面施行第二專長訓練而非特定對象（少數單位或少 數員工）等，足供該公司未來訓練方案規劃時之參考。 2.未來極需培訓訓練課程種類方面，員工期待未來亟需培訓訓練課程 種類，四種需求性均分佈相當，顯示國際分公司面臨組織變遷趨 勢，員工對於各種訓練課程之需求甚殷，其中以外國語文類領先， 其次為企業管理類、與資訊電腦類並列第二，再是通信技術類。 3.就極須培訓之外國語文課程方面，依次為英語、日語。 4.就極須培訓之通信技術課程方面，依次為數據通信、衛星通信、光 纖通信、線路交換。 5.就極須培訓之企業管理課程方面，依次為行銷能力、客戶服務、市 場調查分析與管理才能、商品廣告與企業形象、會議與談判技巧。 6.就極須培訓之資訊電腦類課程方面，依次為INTERNET 、電腦概 論、MS-WORD、 MS-EXCEL、MS-ACCESS、MS-POWERPOINT。 以上調查顯示受訪者對於未來訓練之需求性甚高，各類課程之需求分 析足供管理當局作為未來訓練方案規劃之參考。 四、在受訓者學習行為層次方面 就受訓者學習行為層次方面，整體課程中受訓者對於所學習知識、技能暨改進工作態度、可將所學應用在工作行為方面，均表示極高的同意。其中以外國語文類課程所獲的同意度最高。 本研究的主要建議如下： 一、整體訓練方面 整體訓練滿意度顯示極高滿意度，惟仍有少數受訪者認為有下列因素 待改進： 1、建議籌設專用訓練教室 2、建議改善訓練設施，增添訓練器具，如電腦、投射器………等。 3、配合受訓者之需求，適度增加訓練時數。 4、建議對授課講師，提供專業性授課技巧之學習訓練。 5、建議派訓單位之主管應切實執行業務代理制度，使每位員工均能安 心、專心地學習。 6、建議每班上課人數仍應適當外，對於眾多訓練需求者，宜妥善衡酌參 訓候選人在工作上應用之急迫性，再依公平分配原則，使每位均有接 受訓練機會。倘若名額仍不足因應訓練需求，應考慮增加開班。 7、建議國際分公司人事室應將擬辦訓練課程，均公告於該分公司之企業 網站。 8、建議儘量依受訓學員之基本學識與技能編班，俾利講師授課。 二、整體訓練滿意度與性別有顯著性差異，表示不同性別對於整體訓練滿 意度有顯著性差異，男性對於整體訓練滿意度較高。建議訓練主辦單 位，研究提高女性對訓練滿意度的作法。 三、建議學員受訓後，各單位及主管應提供員工受訓後，將所學之知識、 技能應用在工作崗位之機會。 四、建議訓練課程應兼顧理論與實務之結合。 五、建議重視訓練評估，並配置專業的訓練規劃人才，主辦訓練相關業 務。 六、建議選派參訓學員時，應依業務實際性、急迫性需求選派，避免重複 上課者，使訓練資源能有效運用。 七、建議建立系統化訓練評估制度，針對不同受訓對象、課程標準、課程 內容、課程性質等，擬定適當的評估標準。 八、訓練過程除可發展人才外，更可發掘人才，因此本研究建議應將訓練 與考核、升遷制度密切配合。 九、建議主管人員之培訓，可採用經歷與訓練結合方式，俾利長期性人才 之培育。 十、在企業面臨變革趨勢下，建議管理決策當局應普遍調查訓練需求，透 過系統性完整規劃，切合組織面、員工面、工作面之需求，在兼顧發 展企業、成長員工、強化工作技巧之前提下，開發並有效運用人力資 源。 / Considering the importance of human resource development and the training is always one solution for human resource in the modern organization. The author makes such research with the following content: 1.Studying the meaning & context in the training field. 2.Realizing the concept, theory & model in the training field. 3.Studying the evaluation model for training field. 4.An example investigation and analysis for the training evaluation.----The result of trainee in the company CHTI (Chungwa Telecom International Co., Ltd. ). 5.View in the future ----- The conclusion and suggestion for the human resource development. The thesis is specified in the training classes of CHTI including the following courses: 1.Information & computer 2.Foreign language 3.Communication technology 4.Business administration After the investigation and analysis, we could find the following characteristics. 1.The Satisfaction in different courses It's most satisfied in the communication technology course. The second place is the foreign language course. The rare of computer facility cause the unsatisfaction in the information & computer training course. Besides, we found the male trainee were more satisfied than female. 2.The reason of unsatisfaction in the training course. This research found that most people were unsatisfied in the attendance number limitation or the training class was fewer. Besides, some employee was too busy to attend the training course. 3.Analysis in the training requirement: a.Training program: Most people wish the training course could fit the requirement of the development of company. They also wish the training course could refine their skill. b.Training course: The employee required all four kinds training courses. There is no outstanding one. c.The training of foreign language: The most popular foreign language in the training courses is English, the Japanese is second place. d.The training of communication technique: The most popular communication technique in the training courses is digital communication. e.The training of business administration: The most popular business administration in the training course is sales capability. f.The training of information & computer: The most popular information & computer in the training course is INTERNET. 4.The learning behavior of trainee. Most trainees agree that it is more helpful in their work to apply the knowledge or technique learned from the training course, especially in the foreign language course. The suggestion of this research: 1.In the generic training field: a.A dedicated training class room b.Training tools and facility such as computer and projector. c.Increase the training period to fit the requirement of trainee. d.Support the instructor with the training technique course. e.Realize the agent rule to let the trainee concentrate in the training course. f.Increase the training frequency to fit the requirement of employee. g.Make well use of the INTRANET to advise all the training information for all employees. h.Classify the training course according to the background of the trainee. 2.The male trainees were more satisfied with the training course than the female. So we need to make some improvement in the female training course. 3.The manager are supposed to make chance for the trainee to use the technique learned from the training course. 4.The training courses are supposed to fit with the reality. 5.Set up a dedicated training department. 6.It needs to avoid to retrain the employee. 7.Set up a system rule to estimate the training efficient for every trainee and training courses. 8.It is suggested to combined the training with the promotion rule. 9.It is suggested to combine the training with the background for a long-term training. 10.It is suggested for the strategy maker to develop and well use every employee through training requirement investigation combined with all the other requirement.

本研究係針對五十四期刑事警察在職訓練作成效評估，為求評估的準確，將訓練有關之利害關係人（stakeholder）都納入作為研究調查的對象，包含訓練承辦機關刑事警察局、訓練實際執行機關台灣警察專科學校教務處暨學生總隊人員、參訓學員、學員服務機關的長官與同事、授課教師等。而蒐集資料方法係以量化問卷及質化訪談兩者相輔並行，若研究對象超過三十人以上則採問卷調查，其他則以訪談深入探求對訓練辦理的意見；為因應不同對象的需求，各設計出甲、乙、丙三種問卷及訪談表，其主要目的係能兼取量化調查能迅速蒐集大量的資料，而質化的訪談研究能深入探求研究對象的意見等兩種調查方法的優點。 　　研究架構乃經探討相關文獻後，以訓練之規劃、執行、影響三階段之設計作為本研究之評估流程，除瞭解訓練承辦，以及實際執行機關於規劃、執行該訓練時的決策內容外，對第三階段的影響評估亦採用Kirkpatrick所提出的「訓練方案評估技術」，其中最負盛名且運用最廣的是四層次評估理論，分別是反應（Reaction）、學習（Learning）、行為（Behavior）及結果（Result）。本研究嘗試以Kirkpatrick訓練評估四層次理論作基礎，由接受基層刑事警察訓練的刑警人員從事「自我追蹤評估」，及受訓學員長官、同事的「他人追蹤評估」，來瞭解學員受訓後是否能將訓練所學確實移轉到工作情境之中。而依據Wart等學者認為，受訓者個人特質（trainee characteristics）、原機關任職工作環境（work environment）皆會影響訓練成效。因此本文將此兩因素作為控制變數，以探討具有不同個人特質及工作環境的學員，其訓練成效是否會有差異存在。為證明各變數間是否有關聯或差異存在，因此以虛無假設（null hypothesis）方式提出，期望研究結果能拒絕虛無假設，進而接受對立假設。 　　研究結果如下： 　　一、受訓學員於訓練規劃、執行的過程中，對課程編排、教師授課情形、訓練機關的設備、教材及環境等整體訓練安排的「滿意度」良好（反應層次顯著）。 　　二、受訓學員於參加「訓練」前後，對專業講習「知識學習」的程度有明顯差異存在（學習層次顯著）。 　　三、受訓學員回到原服務機關後，其長官、同事覺得其參加「訓練」前後的「行為改變程度」明顯（行為層次顯著）。 　　四、受訓學員回到原服務機關後，其長官、同事覺得其參加「訓練」前後，對「組織貢獻程度」明顯（結果層次顯著）。 　　五、受訓學員對參加訓練「滿意度」的高低，與訓練後回原機關的「行為改變程度」多、寡之間有關係存在（反應層次會影響行為改變層次）。 　　六、受訓學員於參加訓練期間及訓練後，其工作環境中「長官、同事的環境支持程度」高低，與訓練後回原機關的「行為改變程度」大、小有關係存在（工作環境支持程度會影響行為改變層次）。 　　七、受訓學員於結訓回原機關後，其工作「行為改變程度」大、小，與其對「組織貢獻程度」多、寡有關係（行為改變層次會影響組織貢獻層次）。 　　八、受訓學員的「工作環境」差異（其長官、同事對本訓練的支持程度）與其「訓練成效」間有顯著差異存在。 　　九、受訓學員參加本「訓練」前後，其所表現的「整體訓練成效」顯著。 　　十、不同「人口統計變項」的受訓學員，個人資料中「服務機關」、「工作性質」、「年齡」、「刑警年資」等變數，其與「訓練成效」間有顯著差異存在。 　　綜上運用規劃、執行、影響（包括Kirkpatrick訓練評估四層次理論）三階段評估，驗證本訓練成效良好，且證明不同「人口統計變項」及「工作環境」的受訓學員，其「訓練成效」間有顯著差異存在。而質化訪談內容除驗證上述結果外，並於調查規劃、執行過程時，發現訓練制度的改進方向，在結論時提出現階段可行及未來改進的具體建議，使訓練評估結果完整且具可行性。 / This research is the effect evaluation of the on-the-job training of the 54th criminal investigators who were trained in Taiwan Police College. In order to make sure of the accuracy of the estimating, the stakeholders who are related to this on-the-job training are all involved in survey, including course staffs, students who were trained, students' colleagues, professors in this program and trainers who work at Criminal Investigation Bureau and Taiwan Police College. Quantitative questionnaire and qualitative interview are both adopted in this research. The former was used, and the latter was used for the population less than 30. Different questionnaires are designed according to the different populations. 　　Framework is based on literature review, which was used as the planning estimation, implementing estimation, and effect estimation of training. In addition to understand the content of training planning and implementing decision, the third stage-- effect estimation is based on Kirkpatrick Four-level evaluation theory with reaction, learning, behavior and result that is used. The application of Kirkpatrick Four-level evaluation theory in this research includes “self-estimation” by detectives under training and “others-estimation” by the trainees and colleagues to realize that transformation from training to work. And according to Wart's viewpoint, trainee characteristics and work environment have effect upon training. Whereas the controlled factors, trainee characteristic and work environment are provided for difference on training effects. In order to prove the relation or the difference exist on the aforementioned factors, the hypothesis comes up in the follow. The finding expected negation from the null hypothesis or the alternative hypothesis will stands. 　　After by planning, implementing and effect three process evaluation（Including Kirkpatrick Four-level evaluation theory）, the result is nice to the 54th criminal investigators training. And have found the difference on these trainees under the trainee characteristics and work environment. The result was be proved by the content of qualitative interview and find the improvement of training. The feasible suggestion of the present and the future improvement came up in the conclusion. The result of the training evaluation is success and feasible.

<p>Background: The global human resources for health crisis has affected Uganda deeply as is evidenced by grossly inadequate medical doctor to population ratios. Strategies to increase training and retention initiatives have been identified as the most promising ways to address the problem. In Uganda, the dual track tuition policy of higher education (called the Private Students Scheme or PSS) at the University of Makerere was initiated in the academic year 1993/94, to boost student intake and to supplement university revenue. However, the impact of this scheme on the enrolment and graduation of medical students at this University is unknown. Aim: This study aimed to assess the effect of the PSS on enrolment, time to completion, attrition and number of graduated medical students at Makerere University Medical School after (post-)&nbsp / the Private Students Scheme (PSS). Study design: A quantitative cross-sectional descriptive&nbsp / study based on a retrospective review of enrolment and graduation records of medical students was conducted comparing records of students enrolled five years before and after the&nbsp / privatisation scheme. Numbers enrolled, attrition rates, time to completion and graduation numbers were analysed. Results: There were 895 students enrolled in the study period, 612 (72.2%) males and 236 (27.6%) females. Pre- and post-PSS periods had 401 and 494 enrolments respectively (a net increase of 93 students). During the post-PSS period, 447 (90.5%) government&nbsp / sponsored students were enrolled - 351 (71.1%) males and 143 (28.9% females) / in the same period, 47 (9.5%) private students were enrolled, 30 (63.8%) male and 17 (36.2%) female.&nbsp / Graduation rates for the entire study period were 96% (859), which represented 44% (378) in the pre-PSS and 56% (481) in the post-PSS periods. Private students contributed 8.9% (43) of the graduates 9in the post-PSS period. The majority of students (90.4%) graduated in five years. Thirty four students (3.8%) dropped out in the entire period, constituting significantly more in the pre-PSS - 22 (5.5%) than in the&nbsp / post PSS-period - 12 (2.4%). Males were more likely to drop out: 31 males did so (4.4%) compared with 3 (1.2%) females. In the post-PSS period, males made up 83.3% (10/12) of the attrition&nbsp / rate. Nine of them were government sponsored while three were private students. Conclusions: The PSS resulted in a 10% increase in enrolments when compared to the pre-PSS period.&nbsp / Furthermore the number of private medical student enrolments contributed 8.9% of the total graduations indicating that PSS succeeded in increasing the number of medical doctors graduated at MUSM. More males than females enrolled across all the years which might indicate&nbsp / a tendency for females to pursue non-medical professions which should be discouraged. Attrition of students&nbsp / was low which is encouraging but the finding that males were more likely to drop out than females deserves attention.</p>