基于素质模型的宁波供电公司内训师队伍建设研究

发布时间：2019-05-18 20:05

【摘要】：经济社会的快速发展以及技术革新的不断深化,企业为了适应新的环境对内部员工的综合素质要求也不断提高。供电企业作为国企,企业内部出现尤其多不适应企业发展的问题,其中员工素质与企业发展需求不匹配问题尤为突出。供电企业员工综合素质不高主要包括观念陈旧、知识老化、技能缺乏等。劳动者综合素质与社会经济、企业发展需求之间矛盾激化,即劳动者的素质已不能满足当今社会经济和企业发展的需求。全面提高劳动者素质,提高企业工作效率和产出,成为当务之急。根据国内外先进经验表明,大力发展职业教育,开展企业员工培训是提高劳动者素质的重要措施。开展员工培训,提高劳动者素质,首先应提高培训师的素质,因此,企业内训师担负着企业传道授业解惑的使命,为企业的成长提供着智慧源泉。企业内训师的素质就成为企业举足轻重的关键之处。本文试图从胜任力素质模型出发,通过分析其产生的背景、具体构建步骤及流程等理论基础,结合宁波供电公司内训师队伍建设现状,根据供电企业对内训师素质需求与实际情况,在进行实际调查之后构建了供电企业内训师素质模型大纲。在收集资料的基础上,分级建模,构建了初级、中级、高级内训师素质模型,并具体阐述了模型在内训师管理中的具体应用情况。本文还结合内训师素质模型在宁波供电公司内训师队伍建设过程中运用的实际情况,从可行程序以及该素质模型对企业的五个方面的可行合理性进行分析,证明了内训师素质模型用于企业内部培训师队伍建设的有效性、在企业人力资源的开发和培训中的必要性和合理可行性。同时明确了该素质模型对于企业内训师队伍建设的影响,阐述了企业基于内训师素质模型的队伍建设策略的调整。本文的研究,对相关供电公司内训师队伍建设具有重要的参考价值。
[Abstract]:With the rapid development of economy and society and the deepening of technological innovation, in order to adapt to the new environment, enterprises also improve the comprehensive quality of internal staff. As a state-owned enterprise, there are many problems in power supply enterprises that are not suitable for the development of enterprises, especially the mismatch between the quality of employees and the development needs of enterprises. The comprehensive quality of employees in power supply enterprises is not high, including outdated concepts, aging knowledge, lack of skills and so on. The contradiction between the comprehensive quality of workers and the needs of social economy and enterprise development is intensified, that is to say, the quality of workers can no longer meet the needs of today's social economy and enterprise development. It is urgent to improve the quality of workers and improve the efficiency and output of enterprises in an all-round way. According to the advanced experience at home and abroad, it is an important measure to improve the quality of workers to vigorously develop vocational education and carry out employee training. To carry out staff training and improve the quality of workers, first of all, the quality of trainers should be improved. therefore, the trainers in the enterprise undertake the mission of preaching and instructing the enterprise to solve the confusion, and provide the source of wisdom for the growth of the enterprise. The quality of internal trainers has become the key to the enterprise. This paper attempts to start from the competency quality model, through the analysis of its background, specific construction steps and process and other theoretical basis, combined with the current situation of the construction of internal trainers in Ningbo Power supply Company. According to the demand and actual situation of internal trainers in power supply enterprises, the outline of internal trainer quality model in power supply enterprises is constructed after the actual investigation. On the basis of collecting data, hierarchical modeling is carried out, and the quality model of primary, intermediate and senior internal trainers is constructed, and the concrete application of the model in the management of internal trainers is expounded in detail. Combined with the actual situation of the application of the internal trainer quality model in the construction of the internal trainer team in Ningbo Power supply Company, this paper analyzes the feasibility and rationality of the five aspects of the enterprise from the feasible procedure and the quality model. It is proved that the quality model of internal trainers is effective in the construction of internal trainers, and it is necessary and reasonable in the development and training of human resources in enterprises. At the same time, the influence of the quality model on the team construction of internal trainers is clarified, and the adjustment of team construction strategy based on the quality model of internal trainers is expounded. The research of this paper has important reference value for the construction of internal trainers in related power supply companies.
【学位授予单位】：华北电力大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F426.61;F272.92

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