国有企业管理培训现状研究

发布时间：2018-03-27 15:33

本文选题：国有企业　切入点：管理培训　出处：《对外经济贸易大学》2002年硕士论文

【摘要】： 改革开放20年以来，我国经济发展到了一个新阶段，总结多年来国有企业改革和发展的经验教训，我们认识到，，企业经营管理者素质的高低，决定着企业的兴衰成败。企业管理培训作为中国企业管理人才资源开发和人力资本投资的主要方式，对于全面提高企业经营管理人员的整体素质，促进国民经济健康持续发展，推动国有企业建立现代企业制度以及适应我国加入世贸组织后新的经济环境等具有重要意义。本论文根据作者的培训实践，并参考大量资料，通过观察、访问、具体案例分析等阐述了国有企业管理培训自改革开放（1979年）以后的发展状况及新形势，完成的主要研究工作有：首先，指出了国有企业管理培训存在的六大问题，一、国有企业经营管理者缺乏战略眼光，过分追求短期利益，在管理培训观念上存在许多误区；二、管理培训的制度、机制及发展战略有待进一步完善和明确，培训工作缺乏系统化和规范化；三、教学内容陈旧，方式落后，风格单一，尤其缺少理论联系实际能力，缺少操作的方法与技术；四、培训效果反馈体系不健全，培训支持系统不足，阻碍了培训成果的转化；五、受训者个人接受培训动力不足，培训后忠诚性不足，缺乏将培训所获知识转化于工作中的动力；六、政府培训主管部门对构建管理人员培训体系的作为不足，某些培训政策及管理制约了企业管理培训的发展。其次，对国有企业管理培训提出了九大改进建议：一、提高对管理培训的理性认识，系统地进行国有企业人力资源开发机制的建设；二、努力构建企业培训工作新机制，建立健全企业培训规章制度，保证企业培训步入正规化、完善化通道；三、用系统观考察、指导管理培训的改革，使企业管理培训具备整体性、层次性、协调性及动态性；四、培训内容要更新，培训方法要改革，培训形式要灵巧，把提高培训质量作为培训工作的核心和生命力所在；五、加强培训控制，建立严格的培训评估体系，培育培训成果转化的工作环境；六、强化国有企业管理培训风险的规避措施，树立受训人员的正确培训观念，建立相互忠诚的培训模式；七、发挥政府职能，加强对培训的宏观管理和协调指导，运用法律手段和政策支持引导管理培训的发展；八、合理配置企业培训资源，加快企业培训自主化、社会化、市场化；九、注重研究和利用WTO规则，树立与国际接轨意识，加强企业引智工作，拓展国际合作培训。
[Abstract]:Since the reform and opening up 20 years ago, China's economy has reached a new stage. After summarizing the experience and lessons learned from the reform and development of state-owned enterprises over the years, we have realized that the quality of enterprise management and managers is high and low. Enterprise management training, as the main way to develop human resources and invest human capital in Chinese enterprises, can improve the overall quality of enterprise management personnel and promote the healthy and sustainable development of the national economy. It is of great significance to promote state-owned enterprises to establish modern enterprise system and adapt to the new economic environment after China's entry into WTO. According to the author's training practice, and referring to a large number of materials, through observation, interview, concrete case analysis, this paper expounds the development and new situation of management training in state-owned enterprises since the reform and opening up (1979). The main research tasks completed are:. First of all, it points out the six problems existing in the management training of state-owned enterprises. First, the managers of state-owned enterprises lack strategic vision, excessively pursue short-term interests, and there are many misunderstandings in the concept of management training; second, the system of management training. The mechanism and development strategy need to be further improved and clarified, and the training work lacks systematization and standardization; third, the teaching content is obsolete, the way is backward, the style is single, especially the ability of integrating theory with practice, the lack of methods and techniques of operation; fourth, The feedback system of the training effect is not perfect and the training support system is insufficient, which hinders the transformation of the training results. Fifth, the trainees have insufficient motivation to receive training, lack of loyalty after training, and lack of motivation to translate the knowledge gained from the training into their work. Sixth, the government training department does not do enough to build the management training system, and some training policies and management restrict the development of enterprise management training. Secondly, nine suggestions are put forward to improve the management training of state-owned enterprises: first, to improve the rational understanding of management training, and to systematically carry out the construction of the human resources development mechanism of state-owned enterprises; second, to work hard to build a new mechanism for enterprise training. Establish and perfect the rules and regulations of enterprise training, ensure that the enterprise training steps into the regularization, perfect the channel; third, investigate with the system view, guide the reform of the management training, make the enterprise management training have the integrity, hierarchy, coordination and dynamic; fourth, Training contents should be updated, training methods should be reformed, training forms should be dexterous, and the core and vitality of training work should be improved. Fifthly, training control should be strengthened and a strict training evaluation system should be established. Cultivate a working environment for the transformation of training results; sixthly, strengthen measures to avoid training risks in state-owned enterprises, establish correct training concepts of trainees, and establish mutually loyal training models; seventh, give full play to government functions, Strengthen macro management and coordination of training, use legal means and policies to support the development of management training; eighth, rationally allocate enterprise training resources, speed up the autonomy, socialization and marketization of enterprise training; We should pay attention to the research and use of WTO rules, establish the consciousness of international integration, strengthen the work of attracting intelligence and expand international cooperation training.
【学位授予单位】：对外经济贸易大学
【学位级别】：硕士
【学位授予年份】：2002
【分类号】：G726

【引证文献】