吉林省瑞达清洁服务有限公司员工培训体系设计
发布时间：2018-08-15 14:50
【摘要】：随着知识经济时代的到来，人才的竞争日益加剧，而生产力三要素中，劳动者也是最活跃的要素；那么，如何建立有效的人力资源培训体系，使企业可持续发展，是现代民营企业要亟待解决的问题。 本文以吉林省瑞达清洁服务有限公司为研究对象，针对其人力资源培训体系中存在的问题，运用现代人力资源管理理论和方法，借助培训调查表，并结合MBA阶段所学到的相关知识，力求探索并建立与该公司管理要求相吻合，与市场经济相适应的现代人力资源培训管理体系,一定程度上解决瑞达公司在人力资源培训管理工作中存在的问题，提高系统培训意识。在人力资源培训体系设计过程中，坚持确定培训目的、进行需求分析、确定培训目标、课程整体设计原则，从培训效果评估、评估实施着手，优化原有人力资源培训体系。 基于瑞达公司存在的问题，本人从培训需求分析、培训项目设计、培训效果评估和培训项目实施这四个阶段，使员工培训每一个环节力求实现组织、工作和员工个人三方面的优化。培训的课程体系、评估效果和管理制度这三项是培训体系中的核心内容，最后一项培训管理体系是把前三项有机融入企业管理体系当中，主要是与晋升、薪酬体系相配合。 培训过程要首先需全面开展，扎实做好培训需求分析工作；其次要从组织战略出发，，在全面、客观的培训需求分析基础上，做出系统性的规划和方案，使得培训计划有序地进行和实施，形成切实可行的员工培训计划；再有为使培训能卓有成效，我们要针对不同的培训对象分类分析，从形式、方法和内容上对培训课程进行科学构建，合理设计；最后要采用集体讨论和问卷调查这些定性方法和企业选择的成本-收益分析这一定量方法，通过这两种方法结合分析，形成最终的员工培训评估报告。 在上述分析现象，剖析问题的基础之上，我们明确组织培训施行的执行主体，通过构建相应的内部和外部培训讲师的选拔流程，培训课程设计流程，和培训项目全过程实施管理制度，来确实保证整个员工培训项目的顺利实施，并实现组织决策者所期望的培训效果。 通过本文的研究，使管理者走出只把人当成本而不是资源来看待的误区，解决培训内容与企业员工培训需求脱节的矛盾。 希望通过本文，对瑞达公司的培训体系现状以及存在的问题有更进一步的了解和认识，有助于完善瑞达公司的人力资源管理体系，然后设计瑞达公司培训体系，提升瑞达公司市场竞争力和可持续发展的能力。与此同时，通过本文的探讨和研究，对我国中小民营企业人力资源培训体系设计提供一定的借鉴。
[Abstract]:With the advent of the knowledge-based economy era, the competition for talents is intensifying day by day, and among the three elements of productive forces, laborers are also the most active elements. So, how to establish an effective human resources training system and make enterprises sustainable development is an urgent problem to be solved in modern private enterprises.
This paper takes Jilin Ruida Clean Service Co., Ltd. as the research object, aiming at the problems existing in its human resource training system, using the modern human resource management theory and method, with the help of training questionnaire, combined with the relevant knowledge learned in the MBA stage, and strives to explore and establish the management requirements of the company in line with the market economy. To some extent, the modern human resources training management system can solve the problems existing in the human resources training management of Ruida Company and improve the awareness of systematic training. Effectiveness evaluation, evaluation and implementation, optimize the original training system of human resources.
Based on the existing problems of Ryda Company, the author analyzes the training needs, designs training projects, evaluates the training effect and implements the training project in four stages, so as to make every link of staff training strive to realize the optimization of organization, work and individual. The training curriculum system, evaluation effect and management system are the training system. In the core content, the last training management system is to integrate the first three into the enterprise management system, mainly with promotion, salary system.
The training process should first be carried out in an all-round way and do a good job in training needs analysis; secondly, starting from the organizational strategy and on the basis of comprehensive and objective training needs analysis, a systematic plan and program should be made so that the training plan can be carried out in an orderly manner and implemented to form a feasible staff training plan; and then, in order to make the training outstanding. To be effective, we should classify and analyze different training objects, scientifically construct and rationally design the training courses from the aspects of form, method and content; finally, we should adopt the qualitative methods of collective discussion and questionnaire survey and the quantitative method of cost-benefit analysis selected by enterprises, and form the final result by combining the two methods. Staff training evaluation report.
On the basis of analyzing the above phenomena and problems, we define the executive body of organizing and implementing the training, and ensure the smooth implementation of the entire staff training project and realize the organization by constructing the corresponding internal and external training lecturer selection process, training curriculum design process, and training project implementation management system. The training effect expected by policy makers.
Through the study of this paper, managers can get rid of the misunderstanding that only people are regarded as costs rather than resources, and solve the contradiction between training content and employees'training needs.
I hope that through this article, we can have a better understanding of the current situation and existing problems of the training system of Ruida Company, and help to improve the human resource management system of Ruida Company, and then design the training system of Ruida Company, so as to enhance the market competitiveness and sustainable development ability of Ruida Company. And research will provide some reference for the design of human resource training system for small and medium-sized private enterprises in China.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F719;F272.92
本文编号：2184539
[Abstract]:With the advent of the knowledge-based economy era, the competition for talents is intensifying day by day, and among the three elements of productive forces, laborers are also the most active elements. So, how to establish an effective human resources training system and make enterprises sustainable development is an urgent problem to be solved in modern private enterprises.
This paper takes Jilin Ruida Clean Service Co., Ltd. as the research object, aiming at the problems existing in its human resource training system, using the modern human resource management theory and method, with the help of training questionnaire, combined with the relevant knowledge learned in the MBA stage, and strives to explore and establish the management requirements of the company in line with the market economy. To some extent, the modern human resources training management system can solve the problems existing in the human resources training management of Ruida Company and improve the awareness of systematic training. Effectiveness evaluation, evaluation and implementation, optimize the original training system of human resources.
Based on the existing problems of Ryda Company, the author analyzes the training needs, designs training projects, evaluates the training effect and implements the training project in four stages, so as to make every link of staff training strive to realize the optimization of organization, work and individual. The training curriculum system, evaluation effect and management system are the training system. In the core content, the last training management system is to integrate the first three into the enterprise management system, mainly with promotion, salary system.
The training process should first be carried out in an all-round way and do a good job in training needs analysis; secondly, starting from the organizational strategy and on the basis of comprehensive and objective training needs analysis, a systematic plan and program should be made so that the training plan can be carried out in an orderly manner and implemented to form a feasible staff training plan; and then, in order to make the training outstanding. To be effective, we should classify and analyze different training objects, scientifically construct and rationally design the training courses from the aspects of form, method and content; finally, we should adopt the qualitative methods of collective discussion and questionnaire survey and the quantitative method of cost-benefit analysis selected by enterprises, and form the final result by combining the two methods. Staff training evaluation report.
On the basis of analyzing the above phenomena and problems, we define the executive body of organizing and implementing the training, and ensure the smooth implementation of the entire staff training project and realize the organization by constructing the corresponding internal and external training lecturer selection process, training curriculum design process, and training project implementation management system. The training effect expected by policy makers.
Through the study of this paper, managers can get rid of the misunderstanding that only people are regarded as costs rather than resources, and solve the contradiction between training content and employees'training needs.
I hope that through this article, we can have a better understanding of the current situation and existing problems of the training system of Ruida Company, and help to improve the human resource management system of Ruida Company, and then design the training system of Ruida Company, so as to enhance the market competitiveness and sustainable development ability of Ruida Company. And research will provide some reference for the design of human resource training system for small and medium-sized private enterprises in China.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F719;F272.92
【参考文献】
相关期刊论文 前4条
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2 李晓棠;;开创企业人力资源管理新局面[J];合作经济与科技;2012年08期
3 王馨婷;高海防;;以员工为核心的新员工培训[J];人力资源管理;2009年09期
4 韩亚明;;关于企业培训需求分析的探讨[J];人力资源管理;2011年03期
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