A电力公司员工培训效果三级评估体系研究

发布时间：2018-06-12 10:59

本文选题：电力企业 + 员工培训　；参考：《西安建筑科技大学》2017年硕士论文

【摘要】：对企业而言员工培训不仅是开发人力资本的主要方式,还是企业人力资本增值与组织效益提升的重要手段。而在人力资源培训工作当中,培训效果评估又是一项非常重要的步骤,在培训结束后实施有效的评估可以充分有效地揭示培训取得的效果和存在的问题,对培训质量和企业发展有着积极的作用。但是目前A电力公司完善的培训评估体系尚未建立,培训效果评估工作停留在满意度(一级)评估和培训后考试(二级)评估,培训效果评估的深度、广度、有效性不足,严重地影响着企业培训的效果。因此,需要进行行为层(三级)评估工作,构建一个完善、科学、实践性强的培训效果三级评估体系,这对于企业的长期发展来说具有十分关键的意义。在本研究中,笔者主要将A电力企业员工培训效果三级评估体系作为研究对象。首先通过对企业培训评估现状及国内外培训评估研究理论的深入分析,其次基于培训效果评估模型的优缺点比较研究,构建了基于柯氏模型的A电力公司培训效果三级评估指标体系和评估模型。最后选取“自动化运维”和“班组长素质能力提升”两个培训项目进行三级评估实践,实证了应用中评估指标的筛选及评估实施的思路和具体方法,并为A电力公司员工培训及效果评估工作提供了合理化建议。研究结果提供了一个理论联系实际的应用思路,总结出一套具有可操作性的培训效果三级评估方法,克服了三级评估指标“空心化”现象。本研究创新之处在于,基于柯氏模型构建了适用于A电力公司培训项目三级评估模型及指标体系。并在A电力公司管理类和技术技能类项目培训中进行应用研究,完善现有培训效果评估工作的不足。
[Abstract]:For enterprises, employee training is not only the main way to develop human capital, but also an important means to increase the value of human capital and enhance the efficiency of organization. In the training of human resources, training effectiveness assessment is also a very important step. The implementation of effective evaluation after training can fully and effectively reveal the effects and problems of training. It has a positive effect on training quality and enterprise development. However, at present, the perfect training evaluation system of A Power Company has not been established, the training effect evaluation work stays at the satisfaction (level 1) evaluation and the post-training examination (level 2) evaluation. The depth, breadth and effectiveness of the training effect evaluation are insufficient. Seriously affect the effect of enterprise training. Therefore, it is necessary to carry out the evaluation work of behavior level (three levels) and construct a perfect, scientific and practical three-level evaluation system of training effect, which is very important for the long-term development of enterprises. In this research, I mainly take A electric power enterprise employee training effect three-level appraisal system as the research object. First of all, through the in-depth analysis of the current situation of enterprise training evaluation and the domestic and foreign training evaluation research theory, then based on the comparative study of the advantages and disadvantages of the training effect evaluation model. A three-level evaluation index system and evaluation model for training effect of A power company based on Cor's model are constructed. Finally, two training projects, "automatic operation and maintenance" and "improving the quality and ability of team leader", are selected to carry out the three-level evaluation practice, which demonstrates the selection of evaluation indicators and the implementation of the evaluation in the application of the train of thought and specific methods. It also provides reasonable suggestions for employee training and effect evaluation in A Power Company. The results of the study provide a theoretical and practical application train of thought, summarize a set of operable three-level evaluation method of training effect, and overcome the phenomenon of "hollowing" of the three-level evaluation index. The innovation of this study is that a three-level evaluation model and index system for A power company training project are constructed based on Koch model. And in A power company management and technical skills project training in the application of research, improve the existing training effectiveness evaluation work deficiencies.
【学位授予单位】：西安建筑科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.61

【参考文献】