X外资汽车配件公司培训体系优化研究

发布时间：2018-05-29 01:42

本文选题：外资汽车配件企业 + 培训体系优化　；参考：《广西师范大学》2013年硕士论文

【摘要】：根据中国汽车工业协会在2011年的数据显示,中国汽车在过去十年间,销量年平均增长率达到25%左右,从2009年至2012年连续四年产销量全世界排名第一。随着中国汽车产业的蓬勃发展,给中国的汽车配件生产商带来了良好的发展机会,但与此同时,汽车配件生产商之间的竞争也更加激烈。随着经济发展的全球化,企业之间的竞争实质上是人才的竞争。因此,如何加强人才培养,提高人才素质是目前汽车配件企业在市场竞争中生存和发展的关键。而企业人才的培养主要依靠培训。培训作为人力资源开发的重要手段,已成为21世纪企业最具有价值的投资,它对企业加强核心竞争力,使企业在市场竞争中立于不败之地有举足轻重的作用。 X公司是一家外资汽配企业,主要业务是生产汽车内饰件产品。它是全球排名第56位的西班牙X集团于2008年在中国注册成立的第二家大型制造型企业。目前该公司业务发展迅速,是全球汽车行业主要供应商之一。随着公司综合实力的提高,公司对员工在素质和工作效率方面提出了更高的要求。但是,由于公司成立的时间短等方面的原因,目前公司的培训体系还不健全,已经无法满足该公司发展对人才培养提出的新要求,需要对公司培训体系进行优化设计使之更加科学合理。因此,本文主要围绕X外资汽配公司培训体系的优化问题进行分析研究。全文共分为五部分：(1)绪论。主要阐述本文研究的背景、培训对企业人才培养的作用、意义,以及论文的创新点。(2)企业培训的相关理论综述。首先对培训、培训体系的概念进行界定,明确培训和培训体系的定义和关系。其次,对企业人力资源培训的相关理论进行综合分析,为企业的培训工作奠定坚实理论基础。最后,阐明培训的内容和具体操作流程。(3)X公司的培训现状分析。首先,简述X公司的基本状况,分析了解X公司的人力资源状况。其次,分析X公司培训体系的现状,特别介绍该公司目前培训的运营流程、资源保障和制度保障措施。最后,通过在公司员工中对培训情况进行问卷调查的方法,对X公司现有的培训活动状况进行阐述并作深入细致分析。发现X公司培训问题的形成根源有两方面的问题,第一方面是观念问题和对培训不重视的态度。第二是培训过程中的存在很多实际问题,这些问题的存在严重影响了培训工作的价值。(4)X公司培训体系优化对策。首先,本文在分析X公司的培训环境的基础上分析确立公司培训体系优化的基本原则、思路和目标,以此为X公司培训体系的优化找到基本方向。其次,陈述了培训体系优化的流程,主要是从三个方面进行优化,包含从不同层面进行完善培训需求分析体系,加强不同类别员工培训课程设计,强化评估培训效果等内容。最后,再对培训体系运行的提出保障措施。总之,通过培训体系的优化设计,确保培训资源及时提供以便建立积极的培训文化,以满足企业人才培养的要求。(5)结论。本文希望通过对X公司现有员工培训体系的优化设计,使它具有较强操作性,能解决企业培训中实际存在的问题,并加强X公司的核心竞争力,为公司的发展奠定坚实的人力资源基础,提供源源不断的人才供应,并使X公司与员工达到“双赢”发展。同时也可以为我国类似汽车配件企业的培训状况改善提供有益的启示和参考。
[Abstract]:According to the data of China Auto Industry Association in 2011, the average annual growth rate of Chinese automobile sales has reached about 25% in the past ten years. The number of production and sales in four consecutive years from 2009 to 2012 is the first in the world. With the vigorous development of China's auto industry, China has brought good development opportunities to auto parts manufacturers in China. At the same time, the competition among auto parts manufacturers is more intense. With the globalization of economic development, the competition among enterprises is essentially the competition of talents. Therefore, how to strengthen the training of talents and improve the quality of talents is the key to the survival and development of auto parts enterprises in the market competition. Training, as an important means of human resource development, has become the most valuable investment of the enterprise in twenty-first Century. It plays an important role in strengthening the core competitiveness of the enterprises and making the enterprises in an invincible position in the market competition.
X company is a foreign capital auto parts company, the main business is to produce automotive interior parts. It is the second largest manufacturing enterprise registered in China by the fifty-sixth largest group of Spanish X group in 2008. The company has developed rapidly and is one of the major suppliers of the global automotive industry. The company has put forward higher requirements for the staff in terms of quality and efficiency. However, because of the short time and so on, the company's training system is still unsound. It has not been able to meet the new requirements for the development of the company. It is necessary to optimize the training system of the company to make it more scientific. Therefore, this article mainly focuses on the optimization of X foreign auto parts training system.
The full text is divided into five parts: (1) introduction. It mainly expounds the background of this study, the role of training for the training of enterprises, the significance and the innovation of the paper. (2) a summary of the theory of enterprise training. First, the definition of training and training system is defined, and the definition and relationship of training and training system are clearly defined. Secondly, the human capital of the enterprise is made. Comprehensive analysis of the related theory of source training, laying a solid theoretical foundation for the training work of the enterprise. Finally, it clarifies the content and the specific operation process of the training. (3) the analysis of the training status of X company. First, brief the basic situation of X company, analyze and understand the human resources status of X company. Secondly, analyze the status of the training system of the X company, especially the status of the training system. This paper introduces the operation process, resource guarantee and system safeguard measures of the company's current training. Finally, through the method of questionnaire survey on the training situation among the employees of the company, this paper expounds and analyses the existing training activities of X company. It is found that there are two problems in the origin of the training questions of X company, the first The second is the existence of many practical problems in the training process. The existence of these problems seriously affects the value of training. (4) the optimization of the training system of X company. First, this paper analyzes the basic principles of the optimization of the training system on the basis of the analysis of the training environment of X company. Thinking and goals to find the basic direction for the optimization of X training system. Secondly, the process of training system optimization is stated, mainly from three aspects, including improving the training demand analysis system from different levels, strengthening the training course design of different categories of staff, strengthening the evaluation of training effect, and so on. Finally, In a word, through the optimization of the training system, the training system is designed to ensure that the training resources are provided in time so as to establish a positive training culture in order to meet the requirements of the enterprise personnel training. (5) the conclusion is that through the optimization design of the existing staff training system of X company, this paper makes it more operational and can be solved. The actual existing problems in enterprise training and the core competitiveness of X company will be strengthened to lay a solid human resource foundation for the development of the company, provide a continuous supply of talents, and make the X company and employees achieve a "win-win" development, and can also provide useful inspiration for the improvement of the training status of China's similar auto parts enterprises. And reference.
【学位授予单位】：广西师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.471

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