本研究旨在評鑑合作企業實施主管教導能力訓練之成效。研究者從380位接受主管教導能力訓練的學員中，以便利取樣抽取58位有效樣本，藉由學習滿意度問卷及行為表現檢核問卷，蒐集評鑑所需之量化與質化資料，並以描述性統計、單因子變異數分析、配對樣本T檢定等統計方式分析之。研究結果顯示，學員本身對該訓練結果皆相當滿意，但在受訓前後，學員所屬員工對於學員所展現的教導能力之評分並沒有顯著差異。 根據研究結果，本研究建議合作企業在訓練過後，應持續投入資源，協助學員將教導能力應用到實際工作上。在後續研究方面，應改善研究工具，以對學員的反應與行為表現，做更精確的分析；並繼續蒐集更深入的資料，以瞭解學員在運用教導能力時，所遭遇的困難以及克服之道。 This study aimed to evaluate the effectiveness of a Coaching Skills Training Program adopted by an ODM supplier. The researcher used the questionnaire-survey method to collect quantitative and qualitative information at the first and third level of Kirkpatrick’s evaluation model. A convenient sample of 58 trainees was selected from the supervisors participating in the Coaching Skills Training Program. Then, a reaction questionnaire was given to the sample, and a behavior inspection questionnaire to their subordinates. Descriptive statistics, one-way ANOVA and paired sample t-test were used to analyze the data. The conclusions of the study were summarized as follows: 1. The degree of satisfaction toward the Coaching Skills Training Program was high. 2. There was no significant difference in the trainees’ marks for behavior before and after the Coaching Skills Training Program. The ODM supplier is advised to continue the investment in the program in order to enhance actual practice of the coaching skills. For further research, improve the research instruments and give a more precise analysis of the trainees’ reaction and behavior. Subsume more information sources to probe into what effects trainees’ behavior and possible solutions to difficulties.