諸多文獻探討久任員工的教育訓練發展、離職傾向分析與企業留才策略，相對地，針對新進人員的任用、適用與留任狀況的研究卻較缺乏。本研究將以招募甄選的角度探討試用期評估制度是否延展了甄選流程，同時協助企業提升甄選成效。本研究整理台灣企業試用期實施現況，探討試用期評估制度之精神思維、具體施行流程及實質效益，並經由內容分析及綜合比較，試圖呈現目前業界使用的試用期管理實務，以彌補目前學術界文獻上的匱乏，提供人力資源從業人員參考其他企業具體作法，並落實於日常人力資源管理實務中。 本研究採質性研究方式，由不同產業選取企業進行深度訪談，受訪企業以台灣兩大產業為主：製造業與服務業，受訪者包含人力資源部門主管及用人單位具備用人決策權主管，企圖從不同產業、不同職務角度多元探究企業試用期實施效益。研究結果指出，受訪企業皆肯定試用期評估制度的存在必要性，認為試用期間提供企業更多的時間觀察新進人員，延後甄選決策幫助提升用人決策之有效性。

A lot of literature has been dedicated to readdressing the importance that training and development, resignation analysis, and retention strategies have for senior employees; however, there is an obvious shortage of research on new recruits’ suitability and retention. The present study probes, from a recruitment and selection perspective, whether or not the probation evaluation extends selection processes and enhances selection effectiveness simultaneously. This study initially consolidated some probation practices from enterprises in Taiwan, explored their underlying philosophy, and identified specific procedures and the effectiveness of outcomes. This study captures a relatively complete set of probation practices by analyzing and comparing the aforementioned cases synthetically. The results can be viewed as a complement to existing literature, as well as a reference for human-resource professionals useful during their daily operations. The study adopts a qualitative method centered on in-depth interviews with both human-resource managers and hiring managers. The data were collected both from the manufacturing industry and the service industry, and cover diverse opinions reflecting probation-evaluation effectiveness as it varies between the two industries and among related job roles. The results indicate that all participating enterprises recognized the necessity of probation evaluation, and agreed that probation programs can increase the time with which managers can observe new hires. Moreover, the results can extend selection processes and can enhance the effectiveness of hiring recommendations.