LN电力勘察设计院项目人员培训方案设计
发布时间：2018-07-27 11:16
【摘要】：近年来，随着国内的城市化与工业化推进速度不断加过，中国正在经历一个前所未有的电能大发展时期，电能对非电能等的替代效应正在不断强化，就目前国内终端能源消费结构来看，全社会对电力资源的依赖程度越来越高。不难预测，在未来一段较长时期内，围绕电力方面产生的需求仍将有很大的增长空间，与此相应的广大电力勘察设计行业仍将受此大的趋势影响，在未来一段时期内保持长期稳定增长，可以毫不犹豫的说，电力勘察设计行业的发展前景非常好。近年来，LN电力勘察设计院始终以市场为导向，紧紧围绕打造企业核心竞争力的目标，使企业在力保自身市场份额持续提升的基础上，不断做强做大，现已成为行业的中坚力量。 项目人员培训作为项目人力资源管理的一个重要组成部分，，是一个项目团队获取各方新知识的源泉，是项目团队赢得行业竞争优势的重要途径，项目人员培训目前已成为现代项目人力资源管理的重要内容。通过笔者的深度行业调研和对LN电力勘察设计院项目人员培训现状的深度分析，笔者认为，为适应当前电力行业发展的国内国外市场要求，LN电力勘察设计院亟需建立高效的项目员工培训体系，培训出符合项目需要的人才。 本文正是基于上述背景，本研究以员工培训相关基础理论为依据，研究和分析电力勘察设计企业项目员工培训中存在的问题，运用学习型组织理论、马斯洛需求层次论、项目员工培训需求分析与评估、培训资源建设等一系列理论和实操办法，深入LN电力勘察设计院内部进行调查研究，最终找到了LN电力勘察设计院项目员工培训的现存问题，并在此基础上完成了LN电力勘察设计院项目员工培训优化设计，为解决LN电力勘察设计院目前的项目员工培训问题奠定了基础，同时也为同类国有企业项目化背景下员工培训工作开展提供一定的参考。 本文具体行文分为以下几个部分： 第一部分绪论：包括选题背景、研究意义、研究的思路、方法与结构框架。第二部分正文：主要从四个方面论述，首先是关于行文的相关概念和基础理论综述，主要包括本研究对电力勘察设计企业项目员工培训的界定，本研究主要理论分析工具学习型组织理论及需求层次理论等；接着对电力勘察设计企业人力资源管理、项目管理现状和主要问题进行了分析，侧重分析了组织结构类型、项目人员培训特征、项目人员培训需求等内容；其次对LN电力勘察设计院项目人员培训现状和问题进行分析，其中侧重LN电力勘察设计院项目人员培训现存问题的提出及培训需求分析，为整篇论文提供现实分析依据；最后分别从培训体系设计、培训资源建设、培训实施和评估等方面提出LN电力勘察设计院项目人员培训方案设计，并指出应注意的问题。结语部分，对整篇论文进行总结概括总结。 全文得出的主要结论如下： (1)项目人员培训需求分析应包含组织、工作与个人三个层次的内容，同时应包含战略规划、绩效评估、员工职业生涯规划与岗位胜任素质要求四个要点。 (2)LN电力勘察设计院项目人员培训主要问题包括：项目人员培训资源建设与管理体系不健全；缺乏有效的培训对象选拔机制；项目人员培训效果评估不系统；缺乏专业化的培训管理人才。 (3)项目人员培训设计五级培训体系应包括：项目执行人员培训；单项目管理培训；多项目管理培训；企业项目化管理操作模式构建；企业项目化管理体系构建与优化。 (4)明确提出要保证LN电力勘察设计院项目员工培训的有效运行，必须和企业的发展战略、人力资源战略紧密结合，必须有健全的培训组织机构(矩阵式组织结构)；要达到良好的培训效果，必须要全员参与；明确提出需要建立LN电力勘察设计院自己内部的讲师聘任制度，加强LN电力勘察设计院内部培训教师的培养和选聘，使LN电力勘察设计院内部培训为主，外委培训为辅；明确提出培训需求分析和评估要与项目目标及员工的个人职业生涯发展规划相结合。
[Abstract]:In recent years, with the increasing speed of urbanization and industrialization in China, China is experiencing an unprecedented period of electrical energy development, and the alternative effect of electric energy to non electric energy is being continuously strengthened. As far as the current domestic consumption structure of terminal energy is concerned, the dependence of the whole society on power resources is becoming higher and higher. It is not difficult to predict, In the future a long period of time, the demand for electric power will still have a lot of room for growth, and the corresponding General Electric Power Survey and design industry will still be affected by this big trend. In the future, the long-term stable growth will be maintained. We can not hesitate to say that the development prospect of the electric power survey and design industry is very good. In the past year, the LN Electric Power Survey and Design Institute has always been oriented by the market, closely surrounding the goal of building the core competitiveness of the enterprise, making the enterprise stronger and bigger on the basis of maintaining its own market share, and has now become the backbone of the industry.
As an important part of the project human resource management, project personnel training is the source of a project team to acquire new knowledge. It is an important way for the project team to win the competitive advantage of the industry. The training of the project personnel has become an important part of the human resource management in modern projects. In depth analysis of the status of the project personnel training of the LN Electric Power Survey and Design Institute, the author thinks that, in order to meet the requirements of the current domestic and foreign market in the development of the electric power industry, the LN Electric Power Survey and Design Institute urgently needs to establish a highly efficient training system for the project staff and train the talents that meet the needs of the project.
Based on the above background, this paper, based on the basic theory of employee training, studies and analyzes the problems existing in the training of the staff of the electric power survey and design enterprises, using the theory of learning organization, the theory of Maslow's needs, the analysis and evaluation of the training needs of the staff, the construction of training resources and so on. The method, in-depth investigation and research in LN Electric Power Survey and Design Institute, and finally found the existing problems of staff training in the project of LN electric survey and Design Institute, and on this basis completed the optimization design of the staff training of the LN Electric Power Survey and Design Institute, which laid the foundation for solving the current project staff training problems of the LN Electric Power Survey and Design Institute. It also provides some reference for staff training work under the background of similar state-owned enterprises.
This article is divided into the following parts:
The first part of the introduction: including the background of topic selection, research significance, research ideas, methods and structural framework. The second part of the main text: mainly from four aspects, first of all about the relevant concepts and basic theory of the literature review, mainly including the study of Electric Power Survey and design enterprise project staff training, the main theoretical points of this study. This paper analyzes the theory of tool learning organization and the theory of demand level, and then analyzes the human resource management, the status of project management and the main problems of the power survey and design enterprise, and focuses on the analysis of the types of organization structure, the training features of the project personnel, the training needs of the project personnel, and the second to the project personnel of the LN Electric Power Survey and Design Institute. The status and problems of the training are analyzed, which focuses on the existing problems of the project personnel training of the LN Electric Power Survey and Design Institute and the analysis of the training requirements, and provides a realistic basis for the whole paper. Finally, the project personnel of the LN Electric Power Survey and Design Institute are put forward from the aspects of training system design, training resources construction, training implementation and evaluation. Training plan design, and points out the problems that should be paid attention to. The conclusion part summarizes and summarizes the whole paper.
The main conclusions of the full text are as follows:
(1) the analysis of the training needs of the project personnel should include the contents of three levels of organization, work and individual. At the same time, it should include four main points: strategic planning, performance evaluation, career planning and job competency requirements.
(2) the main problems of the project personnel training of the LN Electric Power Survey and Design Institute include: the construction and management system of the project personnel training resources is not sound; the effective selection mechanism of the training objects is lacking; the evaluation of the training effect of the project personnel is not systematic; and the professional training management personnel are lacking.
(3) the five level training system for project personnel training and design should include the training of project executors, single project management training, multi project management training, construction of enterprise project management operation mode, and construction and optimization of enterprise project management system.
(4) it is clear that it is necessary to ensure the effective operation of the training of the staff of the LN Electric Power Survey and Design Institute. It must be combined with the development strategy of the enterprise and the strategy of human resources closely. There must be a sound training organization (matrix organization structure). In order to achieve good training effect, it is necessary for all members to participate; and it is clear that the LN Electric Power Survey needs to be established. The design institute's own internal lecturer appointment system strengthens the training and selection of the internal training teachers of the LN electric survey and Design Institute, and makes the internal training of the LN electric survey and design institute the main training and the external Committee training as a supplement. It is clear that the training needs analysis and evaluation should be combined with the project goals and the staff's career development planning.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F426.61;F272.92
本文编号：2147645
[Abstract]:In recent years, with the increasing speed of urbanization and industrialization in China, China is experiencing an unprecedented period of electrical energy development, and the alternative effect of electric energy to non electric energy is being continuously strengthened. As far as the current domestic consumption structure of terminal energy is concerned, the dependence of the whole society on power resources is becoming higher and higher. It is not difficult to predict, In the future a long period of time, the demand for electric power will still have a lot of room for growth, and the corresponding General Electric Power Survey and design industry will still be affected by this big trend. In the future, the long-term stable growth will be maintained. We can not hesitate to say that the development prospect of the electric power survey and design industry is very good. In the past year, the LN Electric Power Survey and Design Institute has always been oriented by the market, closely surrounding the goal of building the core competitiveness of the enterprise, making the enterprise stronger and bigger on the basis of maintaining its own market share, and has now become the backbone of the industry.
As an important part of the project human resource management, project personnel training is the source of a project team to acquire new knowledge. It is an important way for the project team to win the competitive advantage of the industry. The training of the project personnel has become an important part of the human resource management in modern projects. In depth analysis of the status of the project personnel training of the LN Electric Power Survey and Design Institute, the author thinks that, in order to meet the requirements of the current domestic and foreign market in the development of the electric power industry, the LN Electric Power Survey and Design Institute urgently needs to establish a highly efficient training system for the project staff and train the talents that meet the needs of the project.
Based on the above background, this paper, based on the basic theory of employee training, studies and analyzes the problems existing in the training of the staff of the electric power survey and design enterprises, using the theory of learning organization, the theory of Maslow's needs, the analysis and evaluation of the training needs of the staff, the construction of training resources and so on. The method, in-depth investigation and research in LN Electric Power Survey and Design Institute, and finally found the existing problems of staff training in the project of LN electric survey and Design Institute, and on this basis completed the optimization design of the staff training of the LN Electric Power Survey and Design Institute, which laid the foundation for solving the current project staff training problems of the LN Electric Power Survey and Design Institute. It also provides some reference for staff training work under the background of similar state-owned enterprises.
This article is divided into the following parts:
The first part of the introduction: including the background of topic selection, research significance, research ideas, methods and structural framework. The second part of the main text: mainly from four aspects, first of all about the relevant concepts and basic theory of the literature review, mainly including the study of Electric Power Survey and design enterprise project staff training, the main theoretical points of this study. This paper analyzes the theory of tool learning organization and the theory of demand level, and then analyzes the human resource management, the status of project management and the main problems of the power survey and design enterprise, and focuses on the analysis of the types of organization structure, the training features of the project personnel, the training needs of the project personnel, and the second to the project personnel of the LN Electric Power Survey and Design Institute. The status and problems of the training are analyzed, which focuses on the existing problems of the project personnel training of the LN Electric Power Survey and Design Institute and the analysis of the training requirements, and provides a realistic basis for the whole paper. Finally, the project personnel of the LN Electric Power Survey and Design Institute are put forward from the aspects of training system design, training resources construction, training implementation and evaluation. Training plan design, and points out the problems that should be paid attention to. The conclusion part summarizes and summarizes the whole paper.
The main conclusions of the full text are as follows:
(1) the analysis of the training needs of the project personnel should include the contents of three levels of organization, work and individual. At the same time, it should include four main points: strategic planning, performance evaluation, career planning and job competency requirements.
(2) the main problems of the project personnel training of the LN Electric Power Survey and Design Institute include: the construction and management system of the project personnel training resources is not sound; the effective selection mechanism of the training objects is lacking; the evaluation of the training effect of the project personnel is not systematic; and the professional training management personnel are lacking.
(3) the five level training system for project personnel training and design should include the training of project executors, single project management training, multi project management training, construction of enterprise project management operation mode, and construction and optimization of enterprise project management system.
(4) it is clear that it is necessary to ensure the effective operation of the training of the staff of the LN Electric Power Survey and Design Institute. It must be combined with the development strategy of the enterprise and the strategy of human resources closely. There must be a sound training organization (matrix organization structure). In order to achieve good training effect, it is necessary for all members to participate; and it is clear that the LN Electric Power Survey needs to be established. The design institute's own internal lecturer appointment system strengthens the training and selection of the internal training teachers of the LN electric survey and Design Institute, and makes the internal training of the LN electric survey and design institute the main training and the external Committee training as a supplement. It is clear that the training needs analysis and evaluation should be combined with the project goals and the staff's career development planning.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F426.61;F272.92
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