本個案研究探討大學推動行政人員訓練與能力發展相關措施之現況、成效評價及影響因素，研究對象以《Cheers》雜誌「台灣1000大企業人才策略與最愛大學生調查」名列前三名之公、私立大學各一所為例，並藉由訪談及相關文件做為資料蒐集方式。本研究獲得以下結論： 第一、大學對訓練與能力發展的概念界線模糊，並未區別兩者差異，常一同被結合使用；第二、針對不同職位層級的行政人員規劃所需課程，以實踐訓練與能力發展；第三、課程規劃方向不同，課程內容應用至工作的程度會決定訓練與能力發展評價；第四、大學行政人員訓練與能力發展相關措施之影響因素包括：工作忙碌時間有限、法規效力、工作環境的變化性、獎懲制度、課程內容的規劃、上級的支持與重視。

The purposes of this research are to understand the current status of training and development programs for administrative staff in university and to investigate their opinions on how the training and development programs are designed and implemented. A case study approach was used in this research. This research approaches were mainly from interviews and related documentation. Administrative staffs from one public university and one private university that were similarly ranked, who participated in an unofficial survey, were selected as a means for research. The findings of this research were listed as follows: 1. The definitions of training and development were ambiguous in university. They were always applied as integration without discrimination. 2. To put training and development into practice, a university had to plan specific curriculum for different levels of administrative staff. 3. Positive or negative evaluation was determined by practical application of curriculum. 4. The factors influencing training and development for university staff were intense work schedules, time limit, legislation, job rotation, rewards and penalties, curriculum planning, and superior support.