本文選題：培訓(xùn) + 人力資源管理��； 參考：《大連理工大學(xué)》2013年碩士論文

【摘要】：近年來(lái),百貨行業(yè)在我國(guó)迅速崛起,商場(chǎng)如雨后春筍般拔地而起,客觀上為社會(huì)就業(yè)提供了機(jī)會(huì)。但是百貨行業(yè)畢竟是服務(wù)行業(yè),員工是百貨公司的重要組成部分,員工的服務(wù)水平與百貨公司的經(jīng)營(yíng)息息相關(guān),甚至是衡量百貨公司效益好壞的重要指標(biāo)之一,目前很多百貨公司面臨著客訴服務(wù)水平質(zhì)量差、營(yíng)業(yè)額下滑的現(xiàn)象,而員工培訓(xùn)是提高員工素質(zhì)的主要途徑之一,因此如何培訓(xùn)員工漸漸引起了百貨公司經(jīng)營(yíng)者的關(guān)注。 自從二零零八年一月國(guó)家頒布了最新的《勞動(dòng)合同法》之后,傳統(tǒng)的人才聘用關(guān)系和用人協(xié)議方式都開(kāi)始發(fā)生了顛覆性的變化,企業(yè)不再為員工提供終生制的聘用關(guān)系,員工也不會(huì)再為同一家企業(yè)拼命到退休,這種固有的聘用方式已經(jīng)成為歷史,開(kāi)始了一個(gè)嶄新的雙向選擇、自由流通的人才市場(chǎng),以往管用的企業(yè)人力資源管理模式也將被打破。 作者展示了大連WD百貨中存在的實(shí)際人力資源管理問(wèn)題和員工培訓(xùn)案例,同時(shí)結(jié)合培訓(xùn)需求分析理論、ISD培訓(xùn)系統(tǒng)模型、Gold Stein培訓(xùn)需求三要素模型、員工培訓(xùn)模式,以及相關(guān)文獻(xiàn)資料的大量閱讀和使用,科學(xué)的研究分析了WD百貨在培訓(xùn)與企業(yè)人力資源發(fā)展方面存在的問(wèn)題。通過(guò)分析,作者對(duì)WD百貨的人力資源管理和企業(yè)培訓(xùn)工作提出了如下建議：建立公司人力資源管理與公司長(zhǎng)遠(yuǎn)發(fā)展戰(zhàn)略之間的關(guān)系,同時(shí)根據(jù)公司和員工的實(shí)際需求建立一套行之有效的培訓(xùn)體系和實(shí)施方案,并且需要擁有一支知識(shí)和技術(shù)過(guò)硬的培訓(xùn)師資團(tuán)隊(duì)和激勵(lì)機(jī)制作為保障,只有這一系列的工作全部順利完成并有機(jī)的結(jié)合起來(lái),才能讓W(xué)D百貨的員工培訓(xùn)機(jī)制健全和完善。本文最終得到了對(duì)WD百貨人力資源管理和員工培訓(xùn)工作的改進(jìn)建議,期望這些研究結(jié)果對(duì)同行和相關(guān)企業(yè)的管理能夠起到借鑒作用。
[Abstract]:In recent years, the department store industry is rising rapidly in our country, and the market is springing up like bamboo shoots, which objectively provides the opportunity for social employment. However, the department store industry is after all a service industry, and the staff is an important part of the department store. The service level of the staff is closely related to the management of the department store, and even one of the important indicators to measure the efficiency of the department store. At present, many department stores are faced with the phenomenon of poor service quality and declining turnover, and staff training is one of the main ways to improve the quality of employees, so how to train staff has gradually attracted the attention of department store operators. Since the state promulgated the latest "Labor contract Law" in January 2008, the traditional talent employment relationship and the employment agreement have all begun to undergo subversive changes. Enterprises no longer provide employees with a lifetime employment relationship. Employees will no longer work hard to retire for the same enterprise. This inherent hiring method has become a history, and has begun a new two-way choice, free circulation of talent market. The enterprise human resource management model that used to work will also be broken. The author shows the actual human resource management problems and employee training cases in Dalian WD department store. At the same time, combining with the theory of training demand analysis, the author combines the training needs system model with the three-factor model of Stein training demand and the employee training model. Based on the extensive reading and use of relevant literature, the problems of WD department store in training and human resource development are analyzed scientifically. Through the analysis, the author puts forward the following suggestions to the human resource management and enterprise training of WD department store: establishing the relationship between the company's human resource management and the company's long-term development strategy, At the same time, according to the actual needs of the company and employees to establish a set of effective training system and implementation program, and need to have a strong knowledge and technology training team and incentive mechanism as a guarantee, Only when this series of work is successfully completed and organically combined, can the employee training mechanism of WD department store be sound and perfect. This paper finally gets some suggestions for improving WD department store human resource management and staff training, and expects that these research results can be used for reference to the management of peers and related enterprises.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F721

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本文編號(hào)：1821101