湖南电力新员工入职培训体系优化设计

发布时间：2018-07-07 07:33

本文选题：新员工 + 入职培训　；参考：《长沙理工大学》2013年硕士论文

【摘要】：作为新生力量，新员工是企业可持续发展的动力源泉，职业生涯能否开好头，不仅影响到员工自身的未来发展，同时也关系到企业的长远利益。当代新员工在价值观念、行为特征等方面更加注重个性，作为强调规范性、公益性的电力企业，如何引导新员工，帮助他们尽快实现学校人向社会人的转变，促进其与企业共生共荣，成功将人力资源转化为企业财富呢？新员工入职培训无疑是值得我们关注的课题。本文通过系统学习国内外培训理论，借鉴德国电力、IBM、西门子、英特尔等企业成功的新员工培训案例，总结发现他们在新员工培训理念上高度重视、模式上量身设计、内容上科学合理。在此基础上，经过深入分析企业发展现状和新员工基本特点，采用SWOT辩证分析法剖析了湖南省电力公司新员工培训目前拥有的优势与机遇，，以及存在的劣势和面临的威胁。以全面质量管理的PDCA循环理论为指导核心，运用了“KSAIBs模型”、“四象限”等分析方法，提出了围绕一条主线，坚持两段式培训和推行331培训模式的优化思路，秉承突出行业性、时代性、差异性、重点性原则，着重从培训目标、培训组织结构、培训需求调研、培训课程设计、培训师资配置、培训效果评估和培训反馈与绩效考核等七个方面实施优化方案，形成了一整套符合电网企业实际、体现电力行业特色的新员工培训体系。项目取得了较大成效，得到多方肯定与支持，多家电力企业就此进行专题调研，具有一定实践推广意义和价值。
[Abstract]:As a new force, the new employee is the motive source of the sustainable development of the enterprise. Whether or not the career can start well will not only affect the future development of the employees themselves, but also affect the long-term interests of the enterprise. Contemporary new employees pay more attention to their individuality in the aspects of values and behavioral characteristics. As an electric power enterprise that emphasizes standardization and public welfare, how to guide new employees and help them to realize the transformation of school people to social people as soon as possible, Promote its symbiotic co-prosperity with the enterprise, the successful transformation of human resources into corporate wealth? There is no doubt that new staff induction training is worthy of our attention. By systematically studying the training theory at home and abroad, this paper draws lessons from the successful new employee training cases of IBM, Siemens, Intel and other enterprises in Germany, summarizes and finds that they attach great importance to the training concept of new employees and tailor their design to the model. The content is scientific and reasonable. On this basis, through in-depth analysis of the current situation of enterprise development and the basic characteristics of new employees, this paper uses SWOT dialectical analysis to analyze the advantages and opportunities of the training of new employees in Hunan Electric Power Company, as well as the disadvantages and threats faced by them. With the PDCA cycle theory of total quality management as the core, using "KSAIBs model", "four quadrants" and other analytical methods, this paper puts forward the optimized thinking of insisting on two-stage training and implementing 331 training mode around one main line. Adhering to the principles of industry, times, difference and emphasis, focusing on training objectives, training organization structure, training demand investigation, training course design, training teacher allocation, The training effect evaluation, training feedback and performance appraisal are implemented in seven aspects, which form a whole set of new employee training system which conforms to the actual situation of power grid enterprises and embodies the characteristics of electric power industry. The project has made great achievements, and has been affirmed and supported by many parties. Many electric power enterprises have carried out special research on this issue, which has certain practical significance and value.
【学位授予单位】：长沙理工大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.61

【参考文献】