本研究旨在探討職業工會導入人才發展品質管理系統進行組織轉型之困境與因應方式。研究以L職業工會理事長、理監事、辦理訓練之行政會務人員為研究對象，透過深度訪談的方式進行資料蒐集，探討職業工會導入人才發展品質管理系統後的組織轉型的策略。研究發現歸納如下：1. 職業工會導入人才發展品質管理系統的原因可分為內外部因素。(1)外部因素主要包括會員招收困難、中高齡失業問題等；(2)內部因素主要包括尋求其他財源補助、尋求有系統性的輔導措施。2.職業工會導入人才發展品質管理系統的組織轉型主要包括：(1)工會體質的改變；(2) 財務支持讓課程規畫更具競爭力，形成口碑創造績效；最後本研究也根據研究結果，對政府部門與職業工會領導階層提出相關建議。 This study explored the problems encountered by the profession union that introduced Talent Quality Management System (TTQS) for organizational change. By interviewing the directors of the L professional trade unions, supervisors, and executive members in charge of the training, the researcher collected data and discussed the strategy of organizational change after the introduction of talent development quality management system. This study has found that: 1. The reasons why profession union introduced TTQS could be explained by the internal and external factors. The internal factors included seeking other financial resources or seeking systematic counseling measures. The external factors included difficulties in recruiting members, the problem of middle-aged and elderly unemployment. 2. The profession union introduced TTQS for organizational change resulted in (a) changing the organizational positioning and (b) financial support to enrich training courses to make the profession union more competitive. Finally, this study also provided recommendations for government departments, profession unions, and leadership.
