A公司校招工程师培训迁移问题及对策研究
发布时间：2020-11-14 01:01
为了提高核心竞争力和降低运营成本,很多企业都非常重视对员工的培训,但是员工将培训所学应用到实际工作中的情况是很少的。因此,企业如何提高培训迁移一直是人力资源管理领域的一大关键问题。A公司作为进驻中国较早的外资建筑设计顾问企业,其核心竞争力便是拥有的高端人才。校招工程师作为该企业的储备人才,对企业发展和提高市场竞争力有着极其重要的意义。A公司每年花费巨额费用对校招工程师进行培训,然而并没有收到理想的培训效果。其主要原因是对培训迁移的不重视引起的,导致投入和产出不成正比。因此,如何改善培训迁移,提高培训效果,成为该企业人力资源管理的当务之急。本文围绕主题,通过文献研究法、访谈、问卷调查法以及分析归纳法,探究A公司校招工程师培训迁移现状,并诊断出校招工程师培训迁移存在培训设计不合理、缺乏支持体系和综合考评等问题。通过调查研究,发现其原因在于A公司的培训组织体系不太完善、组织环境中存在阻碍迁移的因素、缺乏培训评估体系以及校招工程师缺乏迁移的动力。在此基础上,本文提出的解决方案为:A公司需对校招工程师进行科学系统的培训设计、建立鼓励迁移的组织环境、构建完善的培训评估体系以及鼓励校招工程师负责任和自我管理。同时,本文还补充了保障措施,包括保障组织和人员的投入、将培训与绩效考核进行结合,以及实施和控制培训过程。做好培训迁移,不仅能够提高校招工程师的个人绩效,还能促进企业绩效的提高,从而实现个人和组织的双赢局面。本文的研究结论有着良好的现实意义,A公司可以根据研究结果提高校招工程师的培训迁移,为企业经营和人力资源发展打下良好的基础。该结论能够丰富国内外关于培训迁移的实证研究,为其他建筑设计行业的企业提供可借鉴的培训管理经验。
【学位单位】：广东外语外贸大学
【学位级别】：硕士
【学位年份】：2020
【中图分类】：F272.92;F416.92
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
Chapter Ⅰ Introduction
1.1 Research Background
1.2 Research Significance
1.3 Research Framework
1.4 Research Methods
Chapter Ⅱ Literature Review
2.1 Core Concept Definition
2.1.1 Graduate Engineers
2.1.2 Training
2.1.3 Training Transfer
2.2 Related Theories of Training Transfer
2.2.1 Theory of Identical Elements
2.2.2 Stimulus Generalization Approach
2.2.3 Cognitive Theory of Transfer
2.3 The Typical Models of Training Transfer
2.4 The Research Status in Domestic and Overseas
2.4.1 Overseas Research Status
2.4.2 Domestic Research Status
2.5 Research Limitations
Chapter Ⅲ Case Description
3.1 Profile of Company A
3.2 Training System in Company A
3.2.1 Training System in Company A
3.2.2 Training System for Graduate Engineers in Company A
3.3 Case Analysis
3.3.1 Analysis Design
3.3.2 Analysis Method
3.3.3 Data Analysis
3.3.4 Analysis Result
3.4 The Problems of Graduate Engineers’Training Transfer
3.4.1 Inappropriate Training Design
3.4.2 Lack of Supporting System
3.4.3 Lack of Comprehensive Evaluation
Chapter Ⅳ Analysis of Causes of Problems of Graduate Engineers’Training Transfer in Company A
4.1 Incomplete Training Organization System
4.2 Obstacles in the Work Environment that Inhibit Training Transfer
4.3 Lack of Training Evaluation System
4.4 Graduate Engineers are Lack of Motivation to Transfer
Chapter Ⅴ Countermeasures and Implementation Guarantee for Graduate Engineers’Training Transfer in Company A
5.1 Basic Principle for Countermeasures
5.2 Countermeasures
5.2.1 Design a Scientific Training System for Graduate Engineers
5.2.2 Create the Organizational Environment that Encourage Transfer
5.2.3 Conduct an Effective Training Evaluation System
5.2.4 Encourage Graduate Engineers Responsibility and Self-Management
5.3 Implementation Guarantees
5.3.1 Training Organization and Personnel Guarantee
5.3.2 Combination of Training and Performance Management
5.3.3 Implementation and Control of Training Process
Chapter Ⅵ The Research Conclusions and Limitations
6.1 Research Conclusions
6.2 Research Limitations
REFERENCE
Appendix A:Interview Outline
Appendix B:Questionnaire Survey
【参考文献】
本文编号：2882863
【学位单位】：广东外语外贸大学
【学位级别】：硕士
【学位年份】：2020
【中图分类】：F272.92;F416.92
【文章目录】：
ACKNOWLEDGEMENTS
ABSTRACT
摘要
LIST OF ABBREVIATIONS
Chapter Ⅰ Introduction
1.1 Research Background
1.2 Research Significance
1.3 Research Framework
1.4 Research Methods
Chapter Ⅱ Literature Review
2.1 Core Concept Definition
2.1.1 Graduate Engineers
2.1.2 Training
2.1.3 Training Transfer
2.2 Related Theories of Training Transfer
2.2.1 Theory of Identical Elements
2.2.2 Stimulus Generalization Approach
2.2.3 Cognitive Theory of Transfer
2.3 The Typical Models of Training Transfer
2.4 The Research Status in Domestic and Overseas
2.4.1 Overseas Research Status
2.4.2 Domestic Research Status
2.5 Research Limitations
Chapter Ⅲ Case Description
3.1 Profile of Company A
3.2 Training System in Company A
3.2.1 Training System in Company A
3.2.2 Training System for Graduate Engineers in Company A
3.3 Case Analysis
3.3.1 Analysis Design
3.3.2 Analysis Method
3.3.3 Data Analysis
3.3.4 Analysis Result
3.4 The Problems of Graduate Engineers’Training Transfer
3.4.1 Inappropriate Training Design
3.4.2 Lack of Supporting System
3.4.3 Lack of Comprehensive Evaluation
Chapter Ⅳ Analysis of Causes of Problems of Graduate Engineers’Training Transfer in Company A
4.1 Incomplete Training Organization System
4.2 Obstacles in the Work Environment that Inhibit Training Transfer
4.3 Lack of Training Evaluation System
4.4 Graduate Engineers are Lack of Motivation to Transfer
Chapter Ⅴ Countermeasures and Implementation Guarantee for Graduate Engineers’Training Transfer in Company A
5.1 Basic Principle for Countermeasures
5.2 Countermeasures
5.2.1 Design a Scientific Training System for Graduate Engineers
5.2.2 Create the Organizational Environment that Encourage Transfer
5.2.3 Conduct an Effective Training Evaluation System
5.2.4 Encourage Graduate Engineers Responsibility and Self-Management
5.3 Implementation Guarantees
5.3.1 Training Organization and Personnel Guarantee
5.3.2 Combination of Training and Performance Management
5.3.3 Implementation and Control of Training Process
Chapter Ⅵ The Research Conclusions and Limitations
6.1 Research Conclusions
6.2 Research Limitations
REFERENCE
Appendix A:Interview Outline
Appendix B:Questionnaire Survey
【参考文献】
相关期刊论文 前2条
1 吴峰;夏洁;Li Jessica;;培训迁移研究的国际视野——个体特征、组织环境与系统设计[J];现代教育技术;2015年08期
2 高丽;王世军;潘煜;;培训迁移:影响因素及其与组织承诺的关系研究[J];管理评论;2014年02期
相关硕士学位论文 前1条
1 苏畅;美资企业员工培训成果转化影响因素[D];东北师范大学;2018年
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