中建五局员工培训体系优化研究

发布时间：2018-12-09 11:34

【摘要】：人是最可宝贵的,人力资源是企业第一资源。《第五项修炼》中明确提出现代企业的竞争最终的落脚点是人的竞争,是员工学习能力的竞争,对于中建五局这样一个处于完全竞争性领域、曾经陷入困境的新国企更是如此。论文首先通过系统的思考,在梳理以往成功经验与不足的同时,借鉴其他优秀企业的培训经验和先进理论,提出具有五局特色的培训理念和具有可实现性和可操作性的培训体系优化设计方案,进而指导五局培训实践。五局的培训体系优化从理念层、支持层和流程层三个方面出发。在理念层总结了五局培训的“七二一规律”,明确指出员工的成长取决于在岗实践、自我学习、脱岗培训三个方面的作用,不同的方面起到的作用大约是70%、20%、10%,并对不同方面的培训方式做出了明确的界定。同时根据中建五局的人力资源现状及业务特点将培训路径归纳为“三层四列”,即新员工培训、基层员工培训、核心员工培训三个层次和行政管理序列、项目经理序列、专业技术系列、工勤技师系列四个序列。在支持层围绕以课程为中心的讲师队伍建设、积分制的培训管理和E-Learning方式下培训工作进行系统重构。在流程层通过明确企业培训需求分析、计划制定、培训实施和效果监督反馈的薄弱环节,针对性的提出具体的措施和方法。文章最后根据现实情况归纳了优化方案在实施中的难点和障碍,并针对性的提出了解决办法和保障措施。本文的研究成果已经运用于中建五局的员工培训实践,培训“七二一规律”成为五局员工认可的人才成长模式,根据其设计的在岗实践、自我学习、脱岗培训的具体培训方式已经在五局各个层面的培训中得到落实。以课程为中心的讲师队伍建设、积分制管理等方法和理念正在逐步展开和推广。
[Abstract]:Human resources are the first resource of an enterprise. In the Fifth practice, it is clearly pointed out that the ultimate goal of the competition in modern enterprises is the competition of human beings and the competition of employees' learning ability. This is especially true of a new state-owned enterprise that was once in trouble in a completely competitive field. First of all, through systematic thinking, the thesis combs the past successful experiences and shortcomings, and draws lessons from the training experience and advanced theory of other excellent enterprises. This paper puts forward the training idea with five characteristics and the optimized design scheme of the training system with realizability and maneuverability, which can guide the training practice of the five innings. The training system is optimized from three aspects: idea layer, support layer and process layer. At the concept level, the "July 21 law" of the five-game training is summarized, and it is clearly pointed out that the growth of the employees depends on the three roles of on-the-job practice, self-study, and off-job training. The different aspects play a role of about 70% 201010. And has made the clear definition to the different aspect training way. At the same time, according to the current situation of human resources and business characteristics of China Construction five Bureau, the training path is classified as "three layers and four columns", that is, new employee training, grass-roots staff training, core staff training, administrative management sequence, project manager sequence, and so on. Professional technical series, workers and technicians series of four sequences. In the support layer, the system reconstruction of the training work is carried out around the curriculum centered instructor team construction, the training management based on the integral system and the training work under the E-Learning mode. At the process level, the weak links of enterprise training needs analysis, plan formulation, training implementation and effect monitoring feedback are clarified, and specific measures and methods are put forward. Finally, according to the actual situation, the paper summarizes the difficulties and obstacles in the implementation of the optimization scheme, and puts forward the solution and safeguard measures. The research results of this paper have been applied to the training practice of the employees of the China Construction five Bureau. The training of "the Law of July 21" has become the personnel growth model approved by the employees of the five Bureaux. According to the on-the-job practice designed by them, they can learn from themselves. The specific training methods of off-job training have been implemented in all levels of training. The methods and concepts of curriculum-centered teaching team building and integral management are being gradually developed and popularized.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.92

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