S国有建筑施工企业培训体系构建研究

发布时间：2018-03-16 01:29

本文选题：培训体系　切入点：培训管理　出处：《云南财经大学》2017年硕士论文　论文类型：学位论文

【摘要】：企业的深层次竞争归根结底是人才的竞争,随着世界经济一体化的深入发展,企业间的竞争越来越激烈,从某种意义上来说,谁拥有了高素质人才,谁就占领了市场竞争的制高点。企业培训作为提升员工素质、保障人才供给的重要手段和途径,在现代经济管理的理论与实践中被广泛关注。国有建筑施工企业因其特殊的体制及行业性质,导致企业培训管理落后,不能满足当前及未来企业生产经营和战略发展需要。然而,目前关于建筑施工企业员工的培训问题研究成果还很少,本文就如何构建一个科学合理的培训体系,结合实际工作进行了研究。本文通过综合运用文献研究法、访谈法、问卷调查等研究方法,收集、整理、归纳研究对象S公司的人力资源管理现状和培训工作存在的问题,在借鉴国内外企业先进培训经验的基础上,运用人力资源和培训管理理论,针对S公司培训存在的突出问题,提出构建培训体系的建议。在公司文化保障、组织保障、制度保障下,首先按Goldstein三层次培训需求分析模型分组织、岗位、个人三个方面进行培训需求调查,并利用戈特培训需求差距分析模型完善个人需求分析;然后,使用“6W2H”制定培训计划,重点从师资选择、课程设计、培训方式选择三个方面着手;再运用期望理论促进培训成果转化;最后,运用柯氏评估模型进行培训评估,并将评估结果运用到新一轮的培训需求调查中。
[Abstract]:In the final analysis, the deep competition of enterprises is the competition of talents. With the deepening development of the world economy, the competition among enterprises is becoming more and more fierce. In a sense, who has got high-quality talents, Who has occupied the commanding point of market competition. Enterprise training is an important means and way to improve the quality of employees and ensure the supply of talents. In the theory and practice of modern economic management, the state-owned construction enterprises are widely concerned. Because of their special system and industry nature, the state-owned construction enterprises' training management lags behind. It can not meet the needs of current and future enterprises' production management and strategic development. However, there are few research results on the training of employees in construction enterprises at present. This paper discusses how to build a scientific and reasonable training system. Through the comprehensive use of literature research method, interview method, questionnaire survey and other research methods, this paper collects, arranges, summarizes the research object S company's human resources management present situation and the training work existence question. On the basis of learning from the advanced training experience of domestic and foreign enterprises, applying the theory of human resources and training management, aiming at the outstanding problems existing in the training of S Company, the paper puts forward some suggestions for constructing the training system. Under the guarantee of the system, firstly, according to the Goldstein three-level training needs analysis model, the training needs are investigated in three aspects: organization, post and individual, and the gap analysis model of Gott training demand is used to perfect the personal needs analysis. Using "6W2H" to develop the training plan, focusing on three aspects: teacher selection, curriculum design, training mode selection; then using expectation theory to promote the transformation of training results; finally, using the Koch evaluation model for training evaluation, And the evaluation results will be applied to the new round of training needs survey.
【学位授予单位】：云南财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.92

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