TYR公司员工培训体系构建

发布时间：2018-01-16 01:05

本文关键词：TYR公司员工培训体系构建　出处：《山东大学》2015年硕士论文　论文类型：学位论文

【摘要】：TYR公司前身为一家玫瑰花茶厂,后经改制,成为现在注册资本500万元的有限责任公司。以阿里巴巴、淘宝、京东和各国海淘网站为代表引发的互联网营销革命加之物流行业爆发式的发展,加剧了全球企业之间的市场竞争。TYR公司愈发感受到来自国内外众多企业的威胁,对自身生产、营销、仓储、物流、财务和人力等诸多方面进行全方位考核和分析,寻找短板、弥补不足。在对人力资源结构进行统计分析之后,公司发现不少问题：年轻员工占据比例较大,他们为企业带来发展动力的同时也埋下了频繁跳槽导致人才‘流失的祸源；员工整体的学历水平不够理想,专业水准不高、个人素养参差不齐,在一定程度上拉低了企业生产、管理、服务多方面工作的绩效水平；公司意图提升员工绩效水平和企业的竞争力,投入大量人力、物资组织培训学习活动却收效甚微。对于在当前全球经济大环境下生存的企业而言,人才是第一生产力,应当将人力资源置于公司战略的重要地位。面对TYR公司所陷入的人才困境,本文选取“员工培训体系建设”这一事项作为研究对象,以公司战略目标为导向,以实现人力资源增值、夯实公司竞争实力为目的,全文采用“提出问题-分析问题-解决问题”思路：首先,环绕员工培训这一主题展开理论概述,简要介绍了人力资本、传统学习、知识管理、培训评估等相关理论的内容、创新、局限和我国中小型企业员工培训研究的成果。其次,通过介绍TYR公司现有的员工培训情况(新员工入职培训、在职员工培训),列举公司培训工作中暴露出来的问题和缺陷,并对问题产生的根源进行了全面的剖析和挖掘。再次,调整原有组织架构,整合人力部门职能,构建宏观培训体系。以传统的三要素分析、前瞻性分析、胜任力模型等为理论基础,结合企业、员工的实际需求,对TYR公司受训岗位培训需求作出科学分析,合理划分培训类型,制定长中短期培训计划,设计具体的培训项目,选择合适的培训方法,控制、监督培训实施,制定突发事件应急预案,完善培训效果评估环节,建立配套的激励、保障机制,防范培训风险。最后,根据论文的研究得出结论,即为TYR公司量身定做建立了一个满足当前企业培训工作实际发展要求的有效循环系统,同时,指出研究中专业知识技术等方面存在的一些遗憾,对今后进一步完善培训体系做出展望。本文的研究成果是对TYR公司以往混乱的培训模式作出全面改造,重新梳理了组织、职能和各项工作内容及流程,使培训体系更加明晰,此外还强化了效果评估工作,建立了配套保障机制,在提高公司人力资本及知识管理能力、提升员工个人价值两个方面均取得了一定效果,可为其他尚未建立有效培训体系的中小型企业提供一个可供参考、借鉴的案例。
[Abstract]:TYR Company formerly a rose tea factory, after restructuring, now registered capital of 5 million yuan limited liability company. To Alibaba, Taobao. JingDong and various countries sea Amoy website as the representative of the Internet marketing revolution triggered by the logistics industry explosive development. Intensified the global competition among enterprises. TYR companies increasingly feel the threat from many enterprises at home and abroad, to their own production, marketing, warehousing, logistics. Financial and human resources and other aspects of the comprehensive assessment and analysis, looking for a short board, to make up for deficiencies. After statistical analysis of the human resources structure, the company found a lot of problems: young employees occupy a large proportion. They bring the development motive force for the enterprise at the same time also buried the frequent job hopping causes the talented person'to lose the disaster source; The overall educational level of the staff is not ideal, the professional level is not high, the personal accomplishment is not uniform, to a certain extent, the performance level of the enterprise production, management and service is lowered; The company intends to improve the level of employee performance and the competitiveness of enterprises, invested a lot of human resources, but the material organization training and learning activities have little effect. Talent is the first productive force, human resources should be placed in an important position of the company strategy. In the face of the plight of TYR company, this paper selects "employee training system construction" as the research object. In order to realize the increment of human resources and consolidate the competitive strength of the company, the full text adopts the idea of "ask the problem-analyze the problem-solve the problem": first of all. Focusing on the theme of employee training, this paper briefly introduces the contents and innovations of human capital, traditional learning, knowledge management, training evaluation and other related theories. Limitations and the research results of staff training in small and medium-sized enterprises in China. Secondly, through the introduction of the existing TYR employee training (new employee induction training, on-the-job staff training). Enumerate the problems and defects exposed in the training work of the company, and the root causes of the problems are comprehensively analyzed and excavated. Thirdly, adjust the original organizational structure, integrate the functions of the human resources department. To build a macro-training system. Based on the traditional three-factor analysis, forward-looking analysis, competency model as the theoretical basis, combined with the actual needs of enterprises, employees. Scientific analysis of the training needs of TYR company, reasonable division of training types, formulation of long-term and short-term training plans, design of specific training projects, selection of appropriate training methods, control. Supervise the implementation of training, formulate contingency plans, improve the training effectiveness evaluation link, establish a supporting incentive, safeguard mechanism, prevent training risks. Finally, according to the study of the paper draw a conclusion. That is to say, an effective circulatory system has been set up for TYR company to meet the actual development requirements of the current enterprise training work. At the same time, it points out some regrets in the aspects of professional knowledge and technology in the research. To further improve the training system in the future. The research results of this paper is to make a comprehensive transformation of the TYR company's previous chaotic training model, and rearrange the organization, functions, various work content and process. Make the training system more clear, in addition to strengthen the effectiveness evaluation work, set up a supporting security mechanism to improve the company's human capital and knowledge management capabilities. It can provide a reference and reference case for other small and medium-sized enterprises that have not set up an effective training system.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.82

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