F公司员工培训效果评估改进研究

发布时间：2019-06-03 16:34

【摘要】：F公司是广西制糖行业的龙头企业,在国内也是名列前茅的制糖企业,是中泰合资的公司。制糖业市场化较晚,人才相对缺乏,又有着对生产技术要求新,安全生产要求严,环境保护要求高等特点,因此,培育内部人才就成了制糖企业市场经济下保障人才供给的有效途径。特别是近年来,随着国内人力成本的上涨,如何通过培养出综合素质较高的员工来提高生产效率从而降低生产成本成为企业人力资源管理部门重要的任务。虽然F公司每年在员工培训上投入大量资金,但培训后员工的素质、绩效等方面没能完全达到管理层要求,主要原因是作为培训重要环节之一的培训效果评估比较薄弱,评估的结果不能为改善培训质量提供有效帮助,导致公司陷入了为培训而培训的恶性循环,公司人力成本居高不下。因此,如何建立科学合理的培训效果评估机制,提升培训质量成为该公司急需破解的难题。本文正是在此背景下,通过研究国内外培训效果评估的研究成果,深入分析F公司在培训效果评估方面存在的问题和原因,提出了改进设计和实施保障措施,为F公司培训效果评估工作提供一个系统化、科学化的指导,并希望借此能给其他存在同样困惑的制糖企业在员工培训效果评估方面一点参考。本文首先对国内外有关文献进行了系统的梳理,分析和归纳了国内外几种重要的培训效果评估模型和研究理论；其次利用访谈法调查了解F公司员工培训效果评估工作现状,分析该项工作主要存在的问题和原因；再次主要以柯克帕特里克四层次评估模型为基础,根据F公司实际提出了改进设计；最后提出了F公司培训效果评估改进设计实施的制度、组织和激励等保障措施。科学合理的培训效果评估是提高培训有效性不可或缺的重要工作,本文意在经过对F公司培训效果评估工作的研究,能够为该公司乃至国内类似的制糖企业的员工培训效果评估工作提供一定的理论参考和实践指导。
[Abstract]:F company is the leading enterprise of Guangxi sugar industry, is also the top sugar enterprise in China, is a Sino-Thai joint venture company. The sugar industry is relatively late in marketization, relatively lack of talents, and has the characteristics of new requirements for production technology, strict requirements for production safety, high requirements for environmental protection, and so on. Cultivating internal talents has become an effective way to ensure the supply of talents under the market economy of sugar enterprises. Especially in recent years, with the rise of domestic human cost, how to improve production efficiency and reduce production cost by cultivating employees with high comprehensive quality has become an important task of human resources management department. Although F Company invests a lot of money in staff training every year, the quality and performance of employees after training have not fully met the requirements of management, the main reason is that as one of the important links of training, the evaluation of training effect is relatively weak. The results of the evaluation can not provide effective help to improve the quality of training, resulting in a vicious circle of training for training, and the cost of manpower is high. Therefore, how to establish a scientific and reasonable evaluation mechanism of training effect and improve the quality of training has become an urgent problem for the company to solve. Under this background, through studying the research results of training effect evaluation at home and abroad, this paper deeply analyzes the problems and causes of F company in training effect evaluation, and puts forward some measures to improve the design and implementation of the training effect evaluation. It provides a systematic and scientific guidance for the evaluation of training effect of F company, and hopes to give some reference to other sugar enterprises with the same confusion in the evaluation of employee training effect. Firstly, this paper systematically combs the relevant literature at home and abroad, analyzes and summarizes several important training effect evaluation models and research theories at home and abroad. Secondly, the current situation of staff training effect evaluation in F company is investigated by interview method, and the main problems and causes of this work are analyzed. Thirdly, based on the Kirkpatrick four-level evaluation model, the improved design is put forward according to the actual situation of F company. Finally, the system, organization and incentive measures for the implementation of the training effect evaluation and improvement design of F company are put forward. Scientific and reasonable evaluation of training effect is an indispensable and important work to improve the effectiveness of training. This paper aims to study the evaluation of training effect of F Company. It can provide some theoretical reference and practical guidance for the staff training effect evaluation of the company and even similar sugar enterprises in China.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F426.82

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