大连WD百货员工培训管理案例研究

发布时间：2018-04-29 18:36

本文选题：培训 + 人力资源管理　；参考：《大连理工大学》2013年硕士论文

【摘要】：近年来,百货行业在我国迅速崛起,商场如雨后春笋般拔地而起,客观上为社会就业提供了机会。但是百货行业毕竟是服务行业,员工是百货公司的重要组成部分,员工的服务水平与百货公司的经营息息相关,甚至是衡量百货公司效益好坏的重要指标之一,目前很多百货公司面临着客诉服务水平质量差、营业额下滑的现象,而员工培训是提高员工素质的主要途径之一,因此如何培训员工渐渐引起了百货公司经营者的关注。自从二零零八年一月国家颁布了最新的《劳动合同法》之后,传统的人才聘用关系和用人协议方式都开始发生了颠覆性的变化,企业不再为员工提供终生制的聘用关系,员工也不会再为同一家企业拼命到退休,这种固有的聘用方式已经成为历史,开始了一个崭新的双向选择、自由流通的人才市场,以往管用的企业人力资源管理模式也将被打破。作者展示了大连WD百货中存在的实际人力资源管理问题和员工培训案例,同时结合培训需求分析理论、ISD培训系统模型、Gold Stein培训需求三要素模型、员工培训模式,以及相关文献资料的大量阅读和使用,科学的研究分析了WD百货在培训与企业人力资源发展方面存在的问题。通过分析,作者对WD百货的人力资源管理和企业培训工作提出了如下建议：建立公司人力资源管理与公司长远发展战略之间的关系,同时根据公司和员工的实际需求建立一套行之有效的培训体系和实施方案,并且需要拥有一支知识和技术过硬的培训师资团队和激励机制作为保障,只有这一系列的工作全部顺利完成并有机的结合起来,才能让WD百货的员工培训机制健全和完善。本文最终得到了对WD百货人力资源管理和员工培训工作的改进建议,期望这些研究结果对同行和相关企业的管理能够起到借鉴作用。
[Abstract]:In recent years, the department store industry is rising rapidly in our country, and the market is springing up like bamboo shoots, which objectively provides the opportunity for social employment. However, the department store industry is after all a service industry, and the staff is an important part of the department store. The service level of the staff is closely related to the management of the department store, and even one of the important indicators to measure the efficiency of the department store. At present, many department stores are faced with the phenomenon of poor service quality and declining turnover, and staff training is one of the main ways to improve the quality of employees, so how to train staff has gradually attracted the attention of department store operators. Since the state promulgated the latest "Labor contract Law" in January 2008, the traditional talent employment relationship and the employment agreement have all begun to undergo subversive changes. Enterprises no longer provide employees with a lifetime employment relationship. Employees will no longer work hard to retire for the same enterprise. This inherent hiring method has become a history, and has begun a new two-way choice, free circulation of talent market. The enterprise human resource management model that used to work will also be broken. The author shows the actual human resource management problems and employee training cases in Dalian WD department store. At the same time, combining with the theory of training demand analysis, the author combines the training needs system model with the three-factor model of Stein training demand and the employee training model. Based on the extensive reading and use of relevant literature, the problems of WD department store in training and human resource development are analyzed scientifically. Through the analysis, the author puts forward the following suggestions to the human resource management and enterprise training of WD department store: establishing the relationship between the company's human resource management and the company's long-term development strategy, At the same time, according to the actual needs of the company and employees to establish a set of effective training system and implementation program, and need to have a strong knowledge and technology training team and incentive mechanism as a guarantee, Only when this series of work is successfully completed and organically combined, can the employee training mechanism of WD department store be sound and perfect. This paper finally gets some suggestions for improving WD department store human resource management and staff training, and expects that these research results can be used for reference to the management of peers and related enterprises.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F721

【参考文献】