薦升簡訓練自109年起成為晉升簡任職務的唯一途徑，但通過訓練者未必能晉升簡任職務，使得這項訓練被質疑是浪費國家資源，存在的價值引發了爭議。本研究希望透過探討薦升簡訓練參訓學員之意向分析，提供相關實證資料作為薦升簡訓練存在價值的參考，以103年至108年薦升簡訓練參訓人員為研究對象，進行大規模問卷調查，同時輔以針對快速升遷的參訓人員及其主管進行配對訪談，瞭解對本訓練之評價，以及為參訓人員晉升簡任職務創造的有利條件。整體而言，參訓人員肯定本訓練，滿意度達93.3%以上；並認為訓練所學對工作業務推展有所助益，特別是「團隊領導與部屬培力」與「危機管理（含風險管理）」課程，參訓人員並同樣認為這兩門課程所對照的職能，是影響擔任簡任職務的關鍵行為，但都會因不同職系屬性而在認同程度上略有差異。除訓練課程外，「擴展人際網絡」亦屬參訓附帶收穫，對於工作最有幫助；至於訓練為晉升簡任所創造的有利條件，在於課程能幫助提升專業能力與工作績效，但晉升的關鍵仍在於「首長認同」；深度訪談結果同樣顯示，同機關同年度有2位以上人員參訓，其中1人快速晉升簡任職務、另1人未晉升之關鍵因素，即在於受到首長認同的肯定，但有趣的是，晉升者認為首長認同的是工作因素，大多數未晉升者卻認為首長認同的是非工作因素，仍存有國王人馬的隱憂。研究結果顯示，薦升簡訓練對參訓人員的工作推動及職能提升有一定的幫助，仍有其存在價值；此外，本訓練作為晉升簡任官的入場券，可以讓某些沒有裙帶關係的人員，藉由訓練的推動，而有晉升的機會，同時也可因為基本門檻的要求，避免無法勝任者光憑首長的用人徇私晉升上位而影響政府運作。

Participating Training for Promotion from Junior Rank to Senior Rank has become the exclusive pathway to attaining a senior rank civil service position. However, successfully completing this training does not guarantee automatic promotion. Critics argue that the training leads to the wastage of national resources and raise questions about its necessity. This study aims to assess the value of Training for Promotion from Junior Rank to Senior Rank and provide empirical evidence to facilitate a discussion on whether the continuation of this training is justified. The study centers on participants spanning the years 2014 to 2019, employing a comprehensive questionnaire survey. Furthermore, interviews are conducted with both individuals who have been rapidly promoted and their supervisors, with the objective of investigating the relationship between training and promotion. Overall, the participants have a positive view of the training, with satisfaction rates exceeding 93.3%. The courses "Team Leadership and Subordinate Empowerment" and "Crisis Management （including Risk Management)" are deemed the most beneficial to participants' work. Participants similarly believe that the competencies corresponding to these two courses are key behaviors influencing their ability to assume Senior rank civil service. Besides the training courses, "Expanding Interpersonal Networks" is also recognized as an additional benefit of the training, offering substantial assistance to their work. Besides, participants identify "Approval by Superiors" as a pivotal factor affecting their promotion. In-depth interview results likewise illustrate that when more than two individuals within the same organization, the critical factor distinguishing one's rapid promotion from another's lack thereof lies in receiving approval from superiors. The research results demonstrate that Training for Promotion from Junior Rank to Senior Rank is valuable. Not only assisting participants in their job roles and enhancing their competencies, but also ensures that individuals without nepotistic connections have the opportunity to promote. Simultaneously, it prevents those lacking professional competences from being promoted solely based on favoritism by superiors, which could result in inadequate capabilities negatively affecting governmental operations.