| ACKNOWLEDGEMENTS | 第4-5页 |
| ABSTRACT | 第5页 |
| 摘要 | 第6-18页 |
| Chapter I Introduction | 第18-23页 |
| 1.1 The background of the research | 第18-19页 |
| 1.2 The research objectives | 第19-20页 |
| 1.3 The research methods | 第20-21页 |
| 1.4 The research framework | 第21-23页 |
| Chapter II Literature Review | 第23-40页 |
| 2.1 Training planning | 第23-24页 |
| 2.2 Training needs survey and analysis | 第24-27页 |
| 2.3 Training implementation – PDCA circle | 第27-29页 |
| 2.4 Training design and course development theories | 第29-34页 |
| 2.4.1 70/20/10 Approach | 第31-32页 |
| 2.4.2 6D Disciplines | 第32-33页 |
| 2.4.3 ADDIE Model | 第33-34页 |
| 2.5 Training methods of delivery | 第34-35页 |
| 2.6 Training effect evaluation | 第35-38页 |
| 2.6.1 Kirkpatrick’s Four Levels of Evaluation | 第36-37页 |
| 2.6.2 Kaufman’s Five Levels of Evaluation | 第37-38页 |
| 2.7 The summary of literature review | 第38-40页 |
| Chapter III Case Description | 第40-48页 |
| 3.1 The brief introduction of Jabil Company | 第40-42页 |
| 3.2 The current status of J Corportate University in China | 第42-44页 |
| 3.3 The training management practices of J Corporate University | 第44-46页 |
| 3.4 The training management problems of J Corporate University | 第46-47页 |
| 3.5 Summary | 第47-48页 |
| Chapter IV Case Analysis | 第48-63页 |
| 4.1 Analysis of training needs procedure | 第48-49页 |
| 4.2 Analysis of the course design and delivery | 第49-55页 |
| 4.2.1 Defining business objectives or outcome | 第50页 |
| 4.2.2 Designing a whole learning experience | 第50-51页 |
| 4.2.3 Training for application | 第51-52页 |
| 4.2.4 Driving learning transfer | 第52-53页 |
| 4.2.5 Coaching for higher performance | 第53-54页 |
| 4.2.6 Reporting results | 第54-55页 |
| 4.3 Analysis of training effect evaluation | 第55-62页 |
| 4.3.1 Trainees’ reaction after training | 第55-57页 |
| 4.3.2 Trainees’ learning degree | 第57-58页 |
| 4.3.3 Trainees’ behavioral changes in workplace | 第58-59页 |
| 4.3.4 Impact on business result or performance | 第59-62页 |
| 4.4 Summary | 第62-63页 |
| Chapter V Basic Solution | 第63-69页 |
| 5.1 Set up competence-based training needs procedure | 第63-64页 |
| 5.1.1 Building up Competence Models | 第63页 |
| 5.1.2 Driving Competence Evaluation | 第63-64页 |
| 5.1.3 Implementing Personal Development Plan | 第64页 |
| 5.2 Set up the blended learning structure for course design and delivery | 第64-66页 |
| 5.2.1 Learning by doing (70% Part) | 第64-65页 |
| 5.2.2 Learning from others (20% Part) | 第65-66页 |
| 5.2.3 Learning by courses (10% Part) | 第66页 |
| 5.3 Evaluate the impact of training programs | 第66-68页 |
| 5.4 Summary | 第68-69页 |
| Chapter VI Conclusion and Research Prospects | 第69-74页 |
| 6.1 Conclusion | 第69页 |
| 6.2 Research Prospect | 第69-74页 |
| 6.2.1 from training to learning | 第69-70页 |
| 6.2.2 from Human Resource Management to Talent Management | 第70-74页 |
| REFERENCE | 第74页 |
