供电公司安全生产培训项目评价研究

发布时间：2018-06-20 10:46

本文选题：供电企业 + 安全生产培训　；参考：《华北电力大学(北京)》2017年硕士论文

【摘要】：企业越来越需求高素质员工,希望能够让员工将知识技能不断的转换成生产力从而创造更多的收益。企业需要员工增强个人综合实力,以提高对企业的服务能力。供电企业乃我国垄断性的企业,自身有着系统的人员招聘选拔程序,属于劳动力和资本均密集型的企业,此种企业需要更有效的培训体系,以进一步加强企业的精细化程度,有助于企业更好的发展。鉴于供电企业的现实情况为:管理层对于安全生产培训项目尚未给予足够关注,未能及时把先进的管理方式或科学的评价方式融合到项目中,以致绩效管理并没达到原本所计划的效果,造成企业绩效不佳。但是,对安全生产培训项目实行良好的评价,可以反馈培训项目的效果,其中包含将培训中获得的成绩进行明确,并了解项目中应该进一步完善的方面。本文将河北某供电公司作为实例进行研究,采用文献分析、访谈、问卷调查等方法,对这个公司中层管理者的培训效果进行研究,然后参照使用柯克帕特里克的“四级评价模型”、菲利普斯的“五级评价模型”,给出包括培训整个体系的适用于供电公司培训项目的评价系统,以期促进公司培训工作更好的发展。本文先是解释了关于安全生产培训项目的有关理论知识,搭建了供电企业安全生产培训的评价指标体系,其中一级指标包括决策者、培训者、受训者、培训资源,以及13个二级指标。此指标体系依照安全生产培训项目的特点搭建,并对体系所有指标进行具体介绍,本文依据供电企业安全生产项目的详细状况搭建了四个二级指标,具体为:决策者、培训者、受训者(员工)及培训资源,还有十三个三级指标。然后,结合供电企业安全生产培训项目,利用模糊综合分析以及层次分析法相结合的方式对该项目开展深入分析,计算各指标的权重、各指标的表现情况,其中决策者指标得分最高94.191分,处于“优异”水平,其次是受训者指标,得分为78.146,处于“较好”水平,培训资源指标75.12,处于“较好”水平,培训者指标74.236,处于“较好”水平,最后综合得出整体评价结果为“较好”。而后,根据评价结果从决策者、培训者、受训者及培训资源等方面具体分析,并给出培训项目的优化设计,以期,全方位提升培训项目水平及效果。
[Abstract]:Enterprises increasingly need high-quality employees, hoping to enable employees to constantly transform knowledge and skills into productivity to create more benefits. The enterprise needs the staff to enhance the individual comprehensive strength, in order to enhance the service ability to the enterprise. Power supply enterprises are monopolistic enterprises in our country. They have their own systematic personnel recruitment and selection procedures and belong to enterprises that are both labor-intensive and capital-intensive. These enterprises need more effective training system in order to further strengthen the fine degree of enterprises. It is helpful for the better development of enterprises. In view of the reality of the power supply enterprise, the management has not paid enough attention to the safety production training project, and has not integrated advanced management methods or scientific evaluation methods into the project in time. As a result, performance management did not achieve the planned results, resulting in poor corporate performance. However, a good evaluation of the safety production training project can feedback the effect of the training project, including the clear results of the training, and understand the aspects of the project should be further improved. In this paper, a power supply company in Hebei Province is taken as an example to study the training effect of middle managers in this company by means of literature analysis, interviews, questionnaires and so on. Then, referring to the "four-level evaluation model" of Kirkpatrick and Phillips's "five-level evaluation model", the evaluation system suitable for the training project of power supply company is presented, which includes the whole training system. With a view to promoting better development of the company's training work. This paper first explains the relevant theoretical knowledge about safety production training projects, and sets up the evaluation index system of safety production training in power supply enterprises, in which the first-level indicators include decision makers, trainers, trainees, training resources. And 13 secondary indicators. This index system is built according to the characteristics of the safety production training project, and all the indicators of the system are introduced in detail. According to the detailed situation of the safety production project of the power supply enterprise, this paper builds four secondary indicators, which are: decision maker, trainer, etc. Trainees (staff) and training resources, there are 13 levels of indicators. Then, combined with the power supply enterprise safety production training project, using fuzzy comprehensive analysis and analytic hierarchy process to carry out in-depth analysis of the project, calculate the weight of each index, the performance of each index, Among them, decision-makers scored the highest 94.191 points at the "excellent" level, followed by the trainees' index (78.146), which was at the "better" level, the training resource index (75.12), the "better" level, the trainer index (74.236), the "better" level. Finally, it is concluded that the overall evaluation result is "better". Then, according to the evaluation results from the decision makers, trainers, trainees and training resources and other aspects of the specific analysis, and give the optimal design of training projects, with a view to improving the overall level of training projects and results.
【学位授予单位】：华北电力大学(北京)
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61;TM08

【参考文献】