整個日本介護保險針對核心照護專業人力的訓練，從介護士進階至照護管理師，規範有明確的角色職責。各職務從中央到地方均有一致的資格認證方式，隨其執業範圍，規定不等的研修方式。本文從各相關網頁發佈的職務、任用規定、在職教育訓練擷取相關的訊息，進行文獻資料整理和比對，探討長期照顧管理人員的培育管理現況。國內目前照服員與長照中心人員則分屬社政及衛政不同規劃管理。雖然這兩類人員在職務內容及職責上劃分非常清楚，如能整併由統一主管機關督導，對長照專業人力的需求與配合培育更有整體效率。其次，以目前先聘後訓的方式，如要因應未來日漸增長的服務對象，目前個管專員及督導數量實在不足供應全國所需。因而，現訓後聘及相關的配套措施的規劃是解決專業人力資源欠缺的可能方向。至於地方及各專業學會團體參與認證之前必先考量，目前社政與衛政在長期照護服務尚未整合，待體系建構之後，由中央到地方的分工和統合才會完整。屆時，專業學會及執業團體的地位及認證管理明確之後，才能有效的協助制度推行及運作。另外，在制度發展的過程當中，資訊平台的建構及相關訊息溝通是充分必要。

The long-term care insurance in Japan has provided clear and specific role responsibilities for care professionals, from care workers to care managers. From Central to Local governments, there is a standard qualification certification, from which, different training qualifications are demanded for different levels of care workers. This study reviewed literature and website information in Japan, and furthered discussed the training program of long-term care professionals in Taiwan.Currently in Taiwan, long-term care system has separated authorities, one in Social Department and the other in Health Department. Therefore, local and professional associations should consider these separated authorities before participating in certification. Once the coordination of the authority for long-term care system has been completed, the divisions of authority between Central and Local governments would be clear. After which, professional associations' roles and responsibilities would be apparent, therefore, be more effective in the promotion and the operation of the system. Additionally, in the development of the system, it would be essential to construct information centers and to communicate related information.