J企业大学培训管理研究

发布时间：2018-02-20 08:19

  本文关键词： 企业大学 能力模型 混合式学习 培训评估 培训管理　出处：《广东外语外贸大学》2017年硕士论文　论文类型：学位论文

【摘要】：捷普人才发展国际学院(以下简称JEDII,或者J企业大学)成立于2011年,位于广州市萝岗区,是美国捷普公司(美国500强企业,全球三大电子制造服务商之一)在中国的人才培训机构。J企业大学是由之前的捷普中国培训中心升级而成的。除了扩充培训师资,增加培训设备外,JEDII花费巨资在广州翻新建设了一万多平方的培训设施。J企业大学的硬件设施可谓国际一流,但软件系统(培训体系与管理)却存在诸多问题。本论文以J企业大学为案例,重点研究其培训管理的实践及其存在的问题。J企业大学负责该公司在中国区重点人才的培训与发展业务,包括每年从全国高校招募的培训生项目(即“从校园到职场”,简称EIT),内部晋升的一线班组长项目(即“从蓝领到白领”,简称DL2IL)和工程师项目(即“从技术员到工程师”,简称T2E),以及各个层面的领导力发展项目(简称LP1/LP2/LP3,LP1针对各个中国区的中层管理干部,LP2针对各个区域的高级领导岗位,LP3针对全球最高管理层或决策层)。本文对J企业大学培训管理的研究发现其主要存在三个方面的问题:培训需求流程还停留在之前的培训中心模式,缺乏完善的培训需求管理与分析;缺乏科学系统的课程开发与教学方法;培训的效果评估还处于二级水平,还没有评估培训项目对业务或绩效的影响。针对以上三个方面的问题,本文分别给出了系统的解决方案:第一:建立以胜任力模型为基础的培训管理体系;第二:采用70/20/10混合式教学方法进行培训设计和课程开发;第三:评估培训项目对业务或绩效的影响。
[Abstract]:Jabil Talent Development International Institute (hereinafter referred to as JEDII or J, the Corporate University) was founded in 2011, is located in Guangzhou City, Luogang District, the United States is Jabil (United States top 500 enterprises, one of the world's three largest electronics manufacturing services provider) in China training institutions.J corporate university is from the previous training center China Jabil to upgrade in addition to expand the training of teachers, increase training equipment, JEDII in Guangzhou to spend huge sums of money to renovate the building more than 10000 square training facilities.J corporate university is the international first-class hardware facilities, but the software system (training and management system) has a lot of problems. This paper is based on the J enterprise university as an example, focus on the training management practice and the problems of.J enterprise university is responsible for the training and development of the company's business focus on talent China area, including a year from the national college recruiting Trainee Program ("from The campus ", referred to as EIT), a project team leader for internal promotion (i.e." from blue collar to collar ", referred to as DL2IL) and Project Engineer (" from the technician to engineer ", referred to as T2E), and all levels of leadership development programs (LP1/LP2/LP3, LP1 Chinese for each area of middle management LP2 senior leadership cadres, for each region, LP3 for the global top management or decision-making). This paper studies on training management of J enterprise university found that the main problems in three aspects: before the training process still remain in the training center, the lack of perfect training management and demand analysis; lack of curriculum with the development of the scientific teaching method system; evaluate the effect of the training is at level two, also did not affect the assessment of training programs for business or performance. Aiming at the problem of the above three aspects, this paper respectively. There are systematic solutions: first, establish a competency based training management system; second, adopt 70/20/10 hybrid teaching method to train design and curriculum development; third: evaluate the impact of training programs on business or performance.

【学位授予单位】：广东外语外贸大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F416.6
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本文编号：1519188