| ACKNOWLEDGEMENTS | 第4-5页 |
| ABSTRACT | 第5页 |
| 摘要 | 第6-15页 |
| 1 Introduction | 第15-21页 |
| 1.1 Background of the study | 第15-17页 |
| 1.2 Research purposes | 第17-18页 |
| 1.3 Research methods | 第18-19页 |
| 1.3.1 Literature research | 第18页 |
| 1.3.2 Case Study | 第18-19页 |
| 1.4 Flamework of this thesis | 第19-21页 |
| 2 Literature Review | 第21-31页 |
| 2.1 Training definition, purposes and function | 第21-23页 |
| 2.2 Development of Training Theory | 第23-24页 |
| 2.3 Training system theory | 第24-31页 |
| 2.3.1 The construction theory of structured training management system | 第25页 |
| 2.3.2 The construction theory of the process training management system | 第25-26页 |
| 2.3.3 The theory of learning organization | 第26页 |
| 2.3.4 Six disciplines of breakthrough learning | 第26-29页 |
| 2.3.5 Kirkpatrick evaluation model | 第29-31页 |
| 3 Case Description | 第31-40页 |
| 3.1 Company status | 第31-32页 |
| 3.2 Structure | 第32-33页 |
| 3.3 Status of human resources management in F Company | 第33-34页 |
| 3.4 Training system status description | 第34-40页 |
| 3.4.1 Training system | 第36-37页 |
| 3.4.2 Curriculum system | 第37-39页 |
| 3.4.3 Training management system | 第39-40页 |
| 4 Case analysis | 第40-46页 |
| 4.1 Training system | 第40-41页 |
| 4.1.1 Lack of adequate training needs analysis | 第40页 |
| 4.1.2 The training program lacks planning and systemic | 第40页 |
| 4.1.3 The supervision of training programs is not in place | 第40-41页 |
| 4.1.4 Lack of effective evaluation | 第41页 |
| 4.2 Curriculum system | 第41页 |
| 4.3 Training management system | 第41-42页 |
| 4.3.1 Internal lecturer lacks effective management | 第42页 |
| 4.3.2 Lack of proper training incentives | 第42页 |
| 4.4 Root cause analysis | 第42-46页 |
| 4.4.1 Lack of awareness of building a learning organization | 第43-44页 |
| 4.4.2 Lack of effective human resource planning | 第44-46页 |
| 5 Solutions | 第46-66页 |
| 5.1 Basic principle | 第46-47页 |
| 5.1.1 Based on improving organization and employee performance | 第46页 |
| 5.1.2 Based on the position and ability requirements | 第46页 |
| 5.1.3 All staff involved in training plan with prioritize | 第46-47页 |
| 5.1.4 Starting with a training program to solve business problems | 第47页 |
| 5.2 General process for training system optimization | 第47-48页 |
| 5.3 Training Process optimization | 第48-54页 |
| 5.3.1 Training needs analysis | 第48-51页 |
| 5.3.2 Training planning | 第51-52页 |
| 5.3.3 Training implementation | 第52-53页 |
| 5.3.4 Training evaluation | 第53-54页 |
| 5.4 Curriculum system | 第54-61页 |
| 5.4.1 F company’s 2018 leadership development project | 第55-59页 |
| 5.4.2 Proposal ability and professional knowledge improvement project | 第59-61页 |
| 5.5 Training management system | 第61-66页 |
| 5.5.1 Training administration system | 第61-62页 |
| 5.5.2 Training institution system | 第62-63页 |
| 5.5.3 Training incentive system | 第63-66页 |
| 6 Conclusions and limitations | 第66-68页 |
| 6.1 Conclusions | 第66-67页 |
| 6.2 Limitation | 第67-68页 |
| REFERENCE | 第68-71页 |
| APPENDIX 1：2017 年 F 公司培训回顾之全员满意度评估问卷 | 第71-72页 |
| APPENDIX 2：2017 年 F 公司培训回顾之中高层管理人员访谈大纲 | 第72-73页 |
| APPENDIX 3：2017 年 F 公司客户满意度评估 | 第73页 |
