天津港物流发展有限公司青年员工培训体系研究

发布时间：2018-03-14 05:06

本文选题：天津港物流有限公司　切入点：青年员工　出处：《大连海事大学》2015年硕士论文　论文类型：学位论文

【摘要】：21世纪是知识经济的时代,作为国民经济主体的企业之间的人才竞争愈演愈烈。经济全球化浪潮使得这场竞争更加白热化。可以毫不夸张的说,一个在人力资源开发与管理上缺乏竞争优势的企业,必将成为被淘汰出局的对象。随着滨海新区的开发开放纳入国家发展战略,滨海新区的功能被定位为北方国际航运中心和国际物流中心,成为大力发展现代物流业,带动滨海新区发展的重要“引擎”。天津港作为滨海新区改革开放的门户,是天津市最大的比较优势和战略核心资源。天津港物流发展有限公司在这个大背景下应运而生,成为天津港发展港口物流业的旗舰。如何建立一个科学健康的青年人才培训模式是公司发展的重要课题。我司作为天津港集团下属的物流旗舰企业,建立健全对青年人才的培训模式,将其作为公司战略发展过程中的一个基石,完成企业人才队伍的梯队化建设；另外,在岗位空缺时,也可利用人才储备,选择最佳人员上岗,以减少后顾之忧。因此,研究该企业青年人才培养的模式构建课题是有很大意义的。论文以天津港物流发展有限公司为研究对象,对其青年员工培训体系进行了研究。通过对天津港物流发展有限公司人力资源现状调查发现,天津港物流发展有限公司属于新成立公司,因此,企业的员工以青年员工为主。青年员工具有新知识、新技能接受能力强、学历高的特点,但同时也具有经验不足的缺点。因此,加强对天津港物流发展有限公司青年员工培训体系研究是非常必要的。通过对天津港物流发展有限公司青年员工培训基本情况进行研究后发现,企业青年员工培训内容简单、培训周期较长、培训效果较差,领导和员工对培训的重要性、持久性认识不对、员工培训内容缺乏针对性、跟大流现象严重、企业对培训工作人员重视程度不足等问题。因此,论文对天津港物流发展有限公司青年员工培训体系进行重构。以企业发展战略为目标,确定企业青年员工培训的指导思想和原则；以需求层次理论为基础,对不同职务青年员工的培养需求和培养体系进行设计,通过双因素激励理论对员工培训激励体系进行分析,并构建了企业青年员工培训效果评价体系；在青年员工培训体系设计的基础上,对青年员工培训实施的重点工作和内容进行确定；以企业一线员工岗位职责培训为例,从员工自我评价和企业培训收益评估两个方面培训效果进行了评价。为了保障天津港物流发展有限公司青年员工培训体系的顺利实施,论文从职业生涯规划、组织制度、激励机制和企业文化四个方面出发提出相应的保健措施。最后,论文对研究成果和不足之处进行了总结,对未来研究方向进行了展望。
[Abstract]:21th century is the era of knowledge economy, the competition between enterprises as the main body of the national economy intensified. The wave of economic globalization makes the competition more intense. It is no exaggeration to say that, An enterprise lacking competitive advantage in human resources development and management will be eliminated. With the development and opening of Binhai New area into the national development strategy, The function of Binhai New area has been positioned as the northern international shipping center and international logistics center, and has become an important "engine" for vigorously developing modern logistics industry and driving the development of Binhai New area. Tianjin Port is the gateway to the reform and opening up of Binhai New area. Tianjin is the largest comparative advantage and strategic core resource. Tianjin Port Logistics Development Co., Ltd. emerged as the times require under this background. Become the flagship of Tianjin Port to develop port logistics industry. How to establish a scientific and healthy training model for young people is an important topic for the development of the company. Establish and improve the training model for young talents, regard it as a cornerstone of the strategic development of the company, complete the echelon construction of the enterprise talent team; in addition, when the position is vacant, we can also make use of the talent reserve to select the best personnel for the post. Therefore, it is of great significance to study the mode of training young talents in this enterprise. This paper takes Tianjin Port Logistics Development Co., Ltd as the research object. Through the investigation of the present situation of human resources of Tianjin Port Logistics Development Co., Ltd., it is found that Tianjin Port Logistics Development Co., Ltd. is a newly established company. The employees of the enterprise are mainly young employees. Young employees have the characteristics of new knowledge, strong acceptance of new skills, high academic qualifications, but also have the shortcoming of inexperience. It is very necessary to strengthen the research on the training system of young employees of Tianjin Port Logistics Development Co., Ltd. It is found that the training content of young employees in enterprises is simple after the study of the basic situation of young staff training in Tianjin Port Logistics Development Co., Ltd. The training cycle is long, the training effect is poor, the importance of training is not good for the leaders and employees, the persistent understanding is not right, the training content of the staff is lack of pertinence, the phenomenon of following the big stream is serious, the enterprise pays less attention to the training staff and so on. This paper reconstructs the training system of young employees of Tianjin Port Logistics Development Co., Ltd., takes the enterprise development strategy as the goal, determines the guiding ideology and principle of the training of young employees, and takes the theory of demand level as the basis. The training needs and training system of young employees in different positions are designed, and the training incentive system of young employees in enterprises is analyzed through the two-factor incentive theory, and the evaluation system of the training effect of young employees in enterprises is constructed. On the basis of the design of the training system for young employees, the key work and contents of the implementation of the training for young employees are determined, and the job responsibility training of front-line employees in enterprises is taken as an example. In order to ensure the smooth implementation of the training system of Tianjin Port Logistics Development Co., Ltd., the paper evaluates the effect of training from two aspects: employee self-evaluation and enterprise training income evaluation. Four aspects of incentive mechanism and corporate culture are put forward. Finally, the paper summarizes the research results and deficiencies, and looks forward to the future research direction.
【学位授予单位】：大连海事大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F552.6

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