為達組織目標，在機關組織進行策略管理之前，人力資源的培訓是各機關所需的持續性投資，同時也是提升績效的重要元素，而非可被忽視的人力成本。警察機關亦如是，警察工作具有高度不確定性、危險性及辛勞性等特質，面對高度壓力密集的工作型態，與一般公務人員性質大相逕庭，故警察人員的充實訓練將有助於渠等適應及面對各種職務階級的工作內涵及挑戰。然而，我國警察人員陞遷訓練制度是否已符合並滿足現行實務上的各項需求，相關法制內涵是否確實有完整規範以利實務運作，應進一步瞭解及分析。以下謹就我國警察人員陞遷訓練現況及法制內涵予以探討，期能就現行法制設計之邏輯結構和系統環境進行瞭解，知悉整體規範的意義關聯、內涵及欲達成之目的，進而探求可精進改善之處，以提供未來權責機關制定或修正相關規範及制度之參考。

If an institution or organization intends to achieve organizational goals, what the organization needs for continuous investment before implementation of strategic management is training of human resources, which is also an important element for improvement of performance simultaneously, instead of manpower cost that can be neglected. The police organization is also in the same situation. The police work possesses the characteristics of high uncertainty, great danger and great toil. The work the police officers confront gives them great and intensive pressure, being completely different from the work of general civil servants. Therefore, the sufficiently training for the police officers will help them adapt to and face the contents and challenges of duties of different levels. Nevertheless, whether the promotion, transfer and training system of the police officers in Taiwan has met and satisfied the various needs of the current practices, and whether the related contents of laws really have complete standards for practical operation should be further understood and analyzed. The paper attempts to explore the current promotion, transfer and training situations of the police officers in Taiwan as well as the contents of the related laws. It is hoped to understand the logical structure and system environment of the existing law design. After we have known the association of the general meanings of the standards, content of standards and the goals to be achieved, we can further explore the improvements to be made, which can be provided as a reference for the competent authorities to formulate or revise the related standards and system in future.