| ACKNOWLEDGEMENTS | 第4-5页 |
| ABSTRACT | 第5-6页 |
| 摘要 | 第7-8页 |
| LIST OF ABBREVIATIONS | 第8-19页 |
| Chapter I Introduction | 第19-27页 |
| 1.1 Research Background | 第19页 |
| 1.2 Research Objective | 第19-20页 |
| 1.3 Research Significance | 第20-23页 |
| 1.3.1 Theoretical Significance | 第20-22页 |
| 1.3.2 Practical significance | 第22-23页 |
| 1.4 Research Methods | 第23-24页 |
| 1.4.1 Literature review | 第23-24页 |
| 1.4.2 Questionnaire | 第24页 |
| 1.4.3 Interview method | 第24页 |
| 1.5 Research Frame | 第24-27页 |
| Chapter II Literature Review | 第27-36页 |
| 2.1 Concepts of Training system | 第27-28页 |
| 2.2 Overseas and Domestic Research Status | 第28-35页 |
| 2.2.1 The learning organization | 第29-30页 |
| 2.2.2 Training development steps and process | 第30-31页 |
| 2.2.3 The principle of training | 第31-33页 |
| 2.2.4 Training effect evaluation | 第33-35页 |
| 2.3 The influencing factors of training | 第35-36页 |
| Chapter III Case Description | 第36-48页 |
| 3.1 Background Information of Qihoo 360 company | 第36-40页 |
| 3.2 Agent training system Status Description | 第40-48页 |
| 3.2.1 Knowledge examination success rate is low | 第40-42页 |
| 3.2.2 The agent has no clear functional departments and personnel in training | 第42-43页 |
| 3.2.3 The autonomous training ability is poor | 第43-44页 |
| 3.2.4 Training agents formulated related management practices | 第44-45页 |
| 3.2.5 No enterprise internal training document precipitation agents | 第45-48页 |
| Chapter IV Case Analysis | 第48-68页 |
| 4.1 The questionnaire survey | 第48-60页 |
| 4.1.1 Research Objects | 第48-49页 |
| 4.1.2 The Design of Questionnaire | 第49页 |
| 4.1.3 Reliability and Validity Test for Questionnaire | 第49-51页 |
| 4.1.4 Descriptive Analysis of Sample Data | 第51-54页 |
| 4.1.5 Satisfaction data analysis | 第54-60页 |
| 4.2 Interview | 第60-61页 |
| 4.2.1 Research Objects | 第60页 |
| 4.2.2 Interview design | 第60页 |
| 4.2.3 The interview sample descriptive analysis | 第60-61页 |
| 4.3 Research conclusion | 第61-62页 |
| 4.4 Cause Analysis | 第62-68页 |
| 4.4.1 The lack of perfect training regulation | 第62-63页 |
| 4.4.2 Training course design is not reasonable | 第63-65页 |
| 4.4.3 Trainer ability is insufficient | 第65-66页 |
| 4.4.4 The lack of training effect evaluation | 第66-68页 |
| Chapter V Solution | 第68-100页 |
| 5.1 Establish and improve the research process of the training needs | 第68-75页 |
| 5.1.1 Platform for the research and analysis of training needs | 第69-72页 |
| 5.1.2 Intelligent research and analysis the training needs | 第72-75页 |
| 5.2 Establish an effective trainer development mechanism | 第75-79页 |
| 5.2.1 Major trainer certification program | 第76-77页 |
| 5.2.2 Lieutenant colonel trainer certification program | 第77-78页 |
| 5.2.3 Colonel trainer certification program | 第78-79页 |
| 5.3 Establish a perfect mechanism of curriculum development and testing | 第79-85页 |
| 5.3.1 The national curriculum resources sharing platform | 第79-81页 |
| 5.3.2 Curriculum development ADDIE standard model | 第81-83页 |
| 5.3.3 Course test multi-dimensional evaluation | 第83-85页 |
| 5.4 Establish an effective training effect evaluation mechanism | 第85-95页 |
| 5.4.1 Response assessment online | 第86-88页 |
| 5.4.2 Learning evaluation differentiation | 第88-92页 |
| 5.4.3 Behavior evaluation and effect evaluation Systematization | 第92-95页 |
| 5.5 Build a good corporate study culture | 第95-100页 |
| 5.5.1 With social and mobile products break the learning disability | 第96页 |
| 5.5.2 Innovative learning form to improve the learning interest | 第96-97页 |
| 5.5.3 Rewards and recognition outstanding trainees | 第97-98页 |
| 5.5.4 Creating a learning environment | 第98页 |
| 5.5.5 The agent training organization structure standardization | 第98-100页 |
| Chapter Ⅵ Conclusion and Research Prospects | 第100-104页 |
| 6.1 Conclusion | 第100-101页 |
| 6.2 Innovation | 第101页 |
| 6.3 Limitations and Prospects | 第101-104页 |
| REFERENCE | 第104-106页 |
| APPENDIX | 第106-113页 |
