井上华翔公司员工培训方案设计

发布时间：2018-02-01 18:04

本文关键词： 企业员工培训方案设计　出处：《吉林大学》2014年硕士论文　论文类型：学位论文

【摘要】：在中国这样人口众多的发展中国家，中小企业的独特作用是不可忽视的。它不但促进了我国经济的建设并且已为社会所认同。在促进就业、活跃市场、推陈出新、增收富民、促进社会和谐等多方面做出了重要贡献。在具有中国特色的市场经济中，中小企业占有重要一席之地。井上华翔公司就是这众多中小企业中的一员。并且抓住了党中央政府的各项加快经济发展政策及国际市场日益激烈的竞争机遇，从一个不知名的小作坊发展壮大起来。随着经济发展开放层度的加深，及国际金融的进入，井上华翔公司现在已经意识到，要想立住脚跟就必须拥有自己的核心竞争力。而这一切与人力资源管理的关系极为密切。但是在人才的竞争上，井上华翔作为中小企业较大型国有企业外资企业而言始终出于劣势地位。而培训正是解决这一瓶颈问题的关键手段。井上华翔公司已经意识到培训的重要性但是苦于培训体系不健全、培训资源有限又得不到战略上的支持。从目前来看，培训关系井上华翔员工的整体素质；从长远来看，培训是井上华翔公司贮备后备人才的一个重要手段，深深的影响着企业未来的发展方向与趋势。因此，本文从井上华翔公司的公司及人力资源概况入手，客观看待公司现在所处的环境。然后，开始进入对井上华翔公司培训的深入分析。首先是对培训现状的一个掌握，从中我们发现很多问题。培训的不系统性、与公司发展战略部匹配、培训课程更新慢、方式单一、无有效的评估体系。通过分析我们发现导致这些问题产生的原因是多方面的：公司从上到下对培训的忽视、不切实际的需求分析、培训观念落后、培训资源欠缺等等。在找到其问题及产生的原因后对症下药。基于井上华翔公司的自有特点，及与相关员工进行面对面交流取得直接或间接的培训需求信息，并将有效进行整合后将培训锁定为高层培训、中层培训、基层培训、新员工培训四个层级，，分别对各层级进行培训需求分析，从课程设计、培训方法选择等多方面入手，为井上华翔公司量身定制出一套员工培训方案。方案确定后，更需要有效的执行机制。只有在有效的监督保障机制下，才能发挥其价值。因此，为了井上华翔公司能够有效的运行培训方案，同时设计了培训实施保障措施。其中包括组织上的保障、资源上的保障及制度上的保障。在组织保障中对评估体系做了着重的分析，根据D.L.柯克帕特里的“四阶层评估模型”，将培训评估分为反应层、学习层、行为层、效果层四个部分。井上华翔的核心竞争力必须从人力资源上开始构建。希望这套培训方案的设计能够帮助井上华翔公司的培训工作走向正规，并得以长足发展。实施中的困难必将存在，但是只有遇到困难、克服困难的过程才能发现问题，从而成长自己、强大自己。
[Abstract]:In such a populous developing country, the unique role of small and medium-sized enterprises can not be ignored. It not only promotes the economic construction of our country and has been recognized by the society, but also promotes employment and activates the market. In the market economy with Chinese characteristics, we have made important contributions in many aspects, such as introducing the old and bringing forth new ideas, increasing income and enriching the people, promoting social harmony, and so on. Small and medium-sized enterprises play an important role. Inoue Huaxiang Company is one of the many small and medium-sized enterprises, and seize the party central government's policies to accelerate economic development and the increasingly fierce international market competition opportunities. Developed from an unknown small workshop. With the deepening of economic development, opening up, and the entry of international finance, Inoue Huaxiang is now aware of it. If you want to get a foothold, you must have your own core competence. And all this is closely related to human resource management. But in the competition for talent. As a large state-owned enterprise in small and medium-sized enterprises, Mr. Inoue has always been in a disadvantaged position, and training is the key means to solve this bottleneck problem. Inoue Huaxiang Company has realized the importance of training, but suffers from the imperfect training system, limited training resources and no strategic support. In the long run, training is an important means to reserve reserve talents in Inoue Huaxiang Company, which deeply affects the future development direction and trend of the enterprise. This article starts with the general situation of company and human resources of Inoue Huaxiang Company, and looks at the environment of the company objectively. Then. The first is to grasp the current situation of training, from which we find a lot of problems. The training is not systematic, matching with the development strategy department of the company. Through the analysis we find that the causes of these problems are many: the company from top to bottom neglect of training, unrealistic needs analysis. Backward concept of training, lack of training resources and so on. After finding its problems and the causes of the right remedy. Based on the own characteristics of Inoue Huaxiang Company. And related staff face-to-face communication to obtain direct or indirect training needs information, and effective integration of training will be locked into high-level training, middle-level training, grass-roots training, new employee training four levels. The training needs of each level are analyzed, and a set of staff training program is customized for Inoue Huaxiang Company from the aspects of course design and training method selection. After the program is determined, more need for effective implementation mechanism. Only in the effective supervision and security mechanism, can play its value. Therefore, in order to be able to effectively run the training program. At the same time, designed the training implementation safeguards, including organizational security, resources security and institutional security. In the organizational security of the evaluation system has been focused on the analysis. According to D. L. Kirkpatry's "four-class evaluation model", the training evaluation is divided into response layer, learning layer and behavior level. Four parts of the effect layer. The core competitiveness of Huaxiang Inoue must be built from the human resources. I hope the design of this training program can help the training work of Huaxiang Inoue to be formal. The difficulties in implementation are bound to exist, but only in the process of meeting difficulties and overcoming difficulties can the problems be discovered, and then we can grow and strengthen ourselves.
【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】：F426.47;F272.92

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