蒙古国的ERDENET矿业公司的员工培训与问题对策

发布时间：2018-06-27 05:31

本文选题：矿业企业 + 人力资源开发　；参考：《首都经济贸易大学》2015年硕士论文

【摘要】：在当今这个信息高速发展的知识经济时代,能够推动经济高速发展的核心实力就是知识与能力。其力主要附于人才,企业的竞争--归根结底就是人才的竞争。通过本人大量的研究和调查后发现我所在的蒙古国新兴的矿业企业虽然面临挑战,但也享有很多机遇。目前,蒙古国矿业企业之间的竞争已经到了白热化阶段,要想在众多的同行业公司中脱颖而出并取得可持续发展的业绩,就必须高度重视人才开发并优化员工的培训方式和培训管理的工作。企业员工的培训在蒙古国来说还处于创新开拓阶段,它是决定企业可持续发展的关键要素之一。随着行业格局剧烈变动和人力资源市场需求的不断扩大,蒙古国的国内矿业公司的人力资源管理面临着来自内外部的双重压力。为了取得行业优势,保持团队的竞争力,许多企业的关注点开始向人力资源开发工作转移。构筑符合企业可持续发展的具有现代化特色的培训体系也是目前各大矿业企业的研究课题。虽然,员工培训需要耗费大量的人力物力以及财力,但是通过开展这项工作,员工可以拓展自己的能力空间,得到更广阔的职业发展机会。除此之外,这些经过培训的员工也是企业的一大笔财富,他们可以创造的价值将远远超出当初投入的成本。而员工素质和能力的提高也是企业实现效益增长和快速发展的保证。员工培训对于员工本人和企业来说,都有着非常大的意义。本文通过分析蒙古国矿业企业现有的员工培训状况,概括总结了其存在的问题和不足,从培训战略、培训体系和企业文化三个方面提出了改进和优化对策。首先,企业需要从战略角度高度认识培训工作,并不断增加对于培训的投入;其次需要建立和完善培训体系,把控好需求分析,制定计划,实施培训和效果评估等一整套环节,以合理的制度来保证培训工作的有效开展。最后企业的文化环境对培训效果的实现也起到关键作用。本文的研究从人才开发视角,从蒙古国矿业企业员工培训管理实际水平和现状出发,提出了行业中普遍存在的缺陷以及问题,通过调查问卷,深度访谈和专家意见咨询等研究方法探索产生问题的真正原因。以期不断完善思路培训体系,根本上防范员工培训风险的发生。本文是对蒙古国矿业企业员工培训的初步探讨和研究,理论体系还需要进一步的完善,实践上进一步加强新方法的探索。我愿意不断跟踪蒙古国矿业企业培训状况的变化,并在工作中不断调整和优化已有的方案提升自己的研究水平。
[Abstract]:In the age of knowledge economy, knowledge and ability are the core strength that can promote the rapid development of economy. Its strength is mainly attached to talents, the competition of enterprises-in the final analysis is the competition of talents. After a lot of research and investigation, I found that my Mongolian mining enterprises face challenges, but also enjoy a lot of opportunities. At present, the competition among Mongolian mining enterprises has reached a stage of intense competition. In order to stand out among the many companies in the same industry and achieve sustainable development performance, We must attach great importance to talent development and optimize staff training and training management. In Mongolia, the training of employees is still in the stage of innovation and development, which is one of the key factors that determine the sustainable development of enterprises. With the drastic changes of the industry pattern and the continuous expansion of the human resource market demand, the domestic mining companies in Mongolia are facing double pressures from inside and outside. In order to gain the industry advantage and keep the team competitive, many enterprises begin to shift their attention to human resource development. It is also a research topic for mining enterprises to construct a training system with modern characteristics that accords with the sustainable development of enterprises. Although staff training requires a lot of manpower and financial resources, but through this work, employees can expand their ability space and get broader career development opportunities. In addition, these trained employees are also a big asset to the company, and they can create value that far exceeds the cost they put in. The improvement of staff quality and ability is also the guarantee of enterprise benefit growth and rapid development. Staff training for the staff and enterprises, have a very great significance. By analyzing the current situation of staff training in Mongolian mining enterprises, this paper summarizes the existing problems and shortcomings, and puts forward the improvement and optimization countermeasures from three aspects: training strategy, training system and enterprise culture. First, enterprises need to understand the training work from a strategic perspective and continuously increase their investment in training. Secondly, they need to establish and improve the training system, control demand analysis, formulate plans, implement training and effect evaluation, and so on. A reasonable system to ensure the effective implementation of the training work. Finally, the cultural environment of the enterprise also plays a key role in the realization of the training effect. In this paper, from the perspective of talent development, starting from the actual level and current situation of staff training management in Mongolian mining enterprises, the common defects and problems in the industry are put forward. Research methods such as in-depth interviews and expert advice are used to explore the real causes of the problems. With a view to constantly improving the train of thought system, fundamentally prevent the occurrence of employee training risks. This paper is a preliminary study of staff training in Mongolian mining enterprises. The theoretical system needs to be further improved and the exploration of new methods should be further strengthened in practice. I am willing to keep track of the changes in the training situation of Mongolian mining enterprises, and to constantly adjust and optimize existing programs to improve my research level.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F416.1

【参考文献】