一汽国际物流有限公司操作工培训方案设计

发布时间：2018-01-03 14:17

本文关键词：一汽国际物流有限公司操作工培训方案设计　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着经济的不断发展与汽车生产制造企业对产品质量要求的不断提高,作为一汽大众、一汽轿车等汽车生产企业的第三方物流公司,一汽国际物流有限公司始终面临着高质量、高效率、低成本的工作系统挑战,在企业发展的过程中,为了实现服务质量的精益求精,人力资源的素质的不断提升就显得尤为重要,培训可以使员工的知识、技能与态度有明显提高与改善,与此同时,也可以能够挖掘员工的潜能,满足员工自我成长与实现自我价值的需要,并且也提供了更多的获得较高收入的机会,增强员工的企业归属感,和员工的稳定性,减少企业的人力资源流失,由此来提升物流服务质量,促进企业发展,增加企业效益,获得竞争优势,从而达到企业与员工的双赢。本文以一汽国际物流有限公司为研究对象,对一线操作工的培训进行了研究。一汽国际物流有限公司为一汽集团进出口公司的全资子公司,公司成立的二十年,可谓是迅猛发展,目前的人力资源体系已经不能满足快速发展的企业,本文通过对一汽国际物流有限公司人力资源现状的调查发现,企业操作工主要从事劳动密集型的工作,例如:叉车装卸货物、拆包装、打包、转换包装、搬运和拣选零件等。一线操作工以青年员工为主,青年员工接受能力强,可以快速适应企业和工作环境,但普遍学历较低,主动学习能力较差。因此,企业设计有针对性的操作工培训是非常有必要的,在调查了企业的培训现状后发现,企业操作工缺少全面且有针对性的培训,培训内容过于简单化,培训方式方法枯燥乏味,上岗前的技能培训缺失,并且培训师均为兼职培训师,培训开发精力不足,授课能力参差不齐,因此培训效果不甚理想,企业的领导和员工对培训的重要性、延续性不够重视,投入的培训费用不足,存在走形式的现象。另一方面,企业没有与操作工匹配的职业生涯发展规划,导致员工缺乏工作积极性,且对企业忠诚度不高,直接造成企业人力资源的流失,也增加了企业的人力成本。因此本文对一汽国际物流有限公司培训过程中的问题进行了分析,并寻找造成问题的根本原因,通过研究文献和学习相关人力资源理论,再结合企业的的发展战略对操作员工素质的要求,对一线操作工以及培训师进行了培训需求的分析,以工作流程为导向,从新员工及在岗员工两方面入手制定有针对性的培训方案,对培训效果进行有效评估,并构建员工和培训师的职业生涯发展规划,同时制定措施保障培训方案的实施。本文希望通过改善一汽国际物流有限公司操作工的培训现状,为企业培养出高标准的一线员工,提高的工作效率和客户满意度,从而达到企业的长远战略发展目标。
[Abstract]:With the continuous development of the economy and the continuous improvement of the quality requirements of the automobile manufacturing enterprises, as FAW Volkswagen, FAW cars and other automotive manufacturers of third-party logistics companies. FAW International Logistics Co., Ltd. is always facing high quality, high efficiency, low cost of work system challenges, in the process of enterprise development, in order to achieve the quality of service excellence. The continuous improvement of the quality of human resources is particularly important, training can make the knowledge, skills and attitudes of employees have significantly improved and improved, at the same time, can also be able to tap the potential of employees. To meet the needs of self-growth and self-worth, and also provide more opportunities to obtain higher income, enhance the sense of belonging of employees, and the stability of employees, reduce the loss of human resources. From this to improve the quality of logistics services, promote the development of enterprises, increase the efficiency of enterprises, obtain competitive advantages, so as to achieve a win-win situation between enterprises and employees. This paper takes FAW International Logistics Co., Ltd as the research object. FAW International Logistics Co., Ltd. is a wholly owned subsidiary of FAW Group Import and Export Co., Ltd. The current human resource system has not been able to meet the rapid development of enterprises, this paper through the FAW International Logistics Co., Ltd. human resources investigation found that the enterprise operators are mainly engaged in labor-intensive work. For example: forklift loading and unloading, unpacking, packing, changing packaging, handling and picking parts, etc. Frontline operators are mainly young workers, young workers have a strong ability to accept, can quickly adapt to the business and working environment. Therefore, it is very necessary to design targeted operator training, which is found after investigating the current situation of enterprise training. Enterprise operators lack of comprehensive and targeted training, the training content is too simplistic, the training methods boring, the lack of skills training before taking up the post, and the trainers are part-time trainers. Training and development efforts are not enough, teaching ability is not uniform, so the training effect is not ideal, the importance of enterprise leaders and employees to training, continuity is not enough, and the cost of training is not enough. On the other hand, the lack of career development plan matching with operators leads to the lack of enthusiasm and loyalty to the enterprise, which directly results in the loss of human resources. Therefore, this paper analyzes the problems in the training process of FAW International Logistics Co., Ltd., and looks for the root cause of the problems. Through the study of literature and learning related human resources theory, combined with the development strategy of the enterprise for the quality of operational staff requirements, the front-line operators and trainers for training needs analysis. Take the workflow as the direction, from the new employee and the on-the-job staff two aspects starts to formulate the targeted training plan, carries on the effective appraisal to the training effect, and constructs the staff and the trainer's career development plan. At the same time, make measures to ensure the implementation of training programs. This paper hopes to improve the current situation of FAW International Logistics Co., Ltd. operator training, for the enterprise to cultivate a high standard of front-line staff. Improve work efficiency and customer satisfaction to achieve the long-term strategic development objectives.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F259.23

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