本文選題：供電企業(yè) + 安全生產(chǎn)培訓(xùn)　； 參考：《華北電力大學(xué)(北京)》2017年碩士論文

【摘要】：企業(yè)越來越需求高素質(zhì)員工,希望能夠讓員工將知識(shí)技能不斷的轉(zhuǎn)換成生產(chǎn)力從而創(chuàng)造更多的收益。企業(yè)需要員工增強(qiáng)個(gè)人綜合實(shí)力,以提高對(duì)企業(yè)的服務(wù)能力。供電企業(yè)乃我國壟斷性的企業(yè),自身有著系統(tǒng)的人員招聘選拔程序,屬于勞動(dòng)力和資本均密集型的企業(yè),此種企業(yè)需要更有效的培訓(xùn)體系,以進(jìn)一步加強(qiáng)企業(yè)的精細(xì)化程度,有助于企業(yè)更好的發(fā)展。鑒于供電企業(yè)的現(xiàn)實(shí)情況為:管理層對(duì)于安全生產(chǎn)培訓(xùn)項(xiàng)目尚未給予足夠關(guān)注,未能及時(shí)把先進(jìn)的管理方式或科學(xué)的評(píng)價(jià)方式融合到項(xiàng)目中,以致績效管理并沒達(dá)到原本所計(jì)劃的效果,造成企業(yè)績效不佳。但是,對(duì)安全生產(chǎn)培訓(xùn)項(xiàng)目實(shí)行良好的評(píng)價(jià),可以反饋培訓(xùn)項(xiàng)目的效果,其中包含將培訓(xùn)中獲得的成績進(jìn)行明確,并了解項(xiàng)目中應(yīng)該進(jìn)一步完善的方面。本文將河北某供電公司作為實(shí)例進(jìn)行研究,采用文獻(xiàn)分析、訪談、問卷調(diào)查等方法,對(duì)這個(gè)公司中層管理者的培訓(xùn)效果進(jìn)行研究,然后參照使用柯克帕特里克的“四級(jí)評(píng)價(jià)模型”、菲利普斯的“五級(jí)評(píng)價(jià)模型”,給出包括培訓(xùn)整個(gè)體系的適用于供電公司培訓(xùn)項(xiàng)目的評(píng)價(jià)系統(tǒng),以期促進(jìn)公司培訓(xùn)工作更好的發(fā)展。本文先是解釋了關(guān)于安全生產(chǎn)培訓(xùn)項(xiàng)目的有關(guān)理論知識(shí),搭建了供電企業(yè)安全生產(chǎn)培訓(xùn)的評(píng)價(jià)指標(biāo)體系,其中一級(jí)指標(biāo)包括決策者、培訓(xùn)者、受訓(xùn)者、培訓(xùn)資源,以及13個(gè)二級(jí)指標(biāo)。此指標(biāo)體系依照安全生產(chǎn)培訓(xùn)項(xiàng)目的特點(diǎn)搭建,并對(duì)體系所有指標(biāo)進(jìn)行具體介紹,本文依據(jù)供電企業(yè)安全生產(chǎn)項(xiàng)目的詳細(xì)狀況搭建了四個(gè)二級(jí)指標(biāo),具體為:決策者、培訓(xùn)者、受訓(xùn)者(員工)及培訓(xùn)資源,還有十三個(gè)三級(jí)指標(biāo)。然后,結(jié)合供電企業(yè)安全生產(chǎn)培訓(xùn)項(xiàng)目,利用模糊綜合分析以及層次分析法相結(jié)合的方式對(duì)該項(xiàng)目開展深入分析,計(jì)算各指標(biāo)的權(quán)重、各指標(biāo)的表現(xiàn)情況,其中決策者指標(biāo)得分最高94.191分,處于“優(yōu)異”水平,其次是受訓(xùn)者指標(biāo),得分為78.146,處于“較好”水平,培訓(xùn)資源指標(biāo)75.12,處于“較好”水平,培訓(xùn)者指標(biāo)74.236,處于“較好”水平,最后綜合得出整體評(píng)價(jià)結(jié)果為“較好”。而后,根據(jù)評(píng)價(jià)結(jié)果從決策者、培訓(xùn)者、受訓(xùn)者及培訓(xùn)資源等方面具體分析,并給出培訓(xùn)項(xiàng)目的優(yōu)化設(shè)計(jì),以期,全方位提升培訓(xùn)項(xiàng)目水平及效果。
[Abstract]:Enterprises increasingly need high-quality employees, hoping to enable employees to constantly transform knowledge and skills into productivity to create more benefits. The enterprise needs the staff to enhance the individual comprehensive strength, in order to enhance the service ability to the enterprise. Power supply enterprises are monopolistic enterprises in our country. They have their own systematic personnel recruitment and selection procedures and belong to enterprises that are both labor-intensive and capital-intensive. These enterprises need more effective training system in order to further strengthen the fine degree of enterprises. It is helpful for the better development of enterprises. In view of the reality of the power supply enterprise, the management has not paid enough attention to the safety production training project, and has not integrated advanced management methods or scientific evaluation methods into the project in time. As a result, performance management did not achieve the planned results, resulting in poor corporate performance. However, a good evaluation of the safety production training project can feedback the effect of the training project, including the clear results of the training, and understand the aspects of the project should be further improved. In this paper, a power supply company in Hebei Province is taken as an example to study the training effect of middle managers in this company by means of literature analysis, interviews, questionnaires and so on. Then, referring to the "four-level evaluation model" of Kirkpatrick and Phillips's "five-level evaluation model", the evaluation system suitable for the training project of power supply company is presented, which includes the whole training system. With a view to promoting better development of the company's training work. This paper first explains the relevant theoretical knowledge about safety production training projects, and sets up the evaluation index system of safety production training in power supply enterprises, in which the first-level indicators include decision makers, trainers, trainees, training resources. And 13 secondary indicators. This index system is built according to the characteristics of the safety production training project, and all the indicators of the system are introduced in detail. According to the detailed situation of the safety production project of the power supply enterprise, this paper builds four secondary indicators, which are: decision maker, trainer, etc. Trainees (staff) and training resources, there are 13 levels of indicators. Then, combined with the power supply enterprise safety production training project, using fuzzy comprehensive analysis and analytic hierarchy process to carry out in-depth analysis of the project, calculate the weight of each index, the performance of each index, Among them, decision-makers scored the highest 94.191 points at the "excellent" level, followed by the trainees' index (78.146), which was at the "better" level, the training resource index (75.12), the "better" level, the trainer index (74.236), the "better" level. Finally, it is concluded that the overall evaluation result is "better". Then, according to the evaluation results from the decision makers, trainers, trainees and training resources and other aspects of the specific analysis, and give the optimal design of training projects, with a view to improving the overall level of training projects and results.
【學(xué)位授予單位】：華北電力大學(xué)(北京)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.61;TM08

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 王美麗;;供電企業(yè)技能人員培訓(xùn)體系中存在的問題及對(duì)策[J];中國高新技術(shù)企業(yè);2015年18期

2 張麗旭;;供電公司員工培訓(xùn)管理問題探析[J];現(xiàn)代商貿(mào)工業(yè);2015年09期

3 楊大麗;;高鐵供電仿真培訓(xùn)系統(tǒng)的研究與實(shí)踐[J];黑龍江科技信息;2015年10期

4 陳禹;李均鋼;梁魯興;;供電公司如何構(gòu)建基于能力的培訓(xùn)發(fā)展體系[J];科技創(chuàng)新導(dǎo)報(bào);2015年08期

5 李洲民;毛義虎;;做實(shí)農(nóng)電員工培訓(xùn) 助推供電所管理工程提升——國網(wǎng)陜西山陽縣供電公司農(nóng)電員工培訓(xùn)紀(jì)實(shí)[J];農(nóng)電管理;2015年01期

6 吳素華;;供電企業(yè)教育培訓(xùn)創(chuàng)新與實(shí)踐[J];東方企業(yè)文化;2014年22期

7 陳長玲;;淺談95598供電服務(wù)熱線客服代表的科學(xué)培訓(xùn)及管理[J];科技創(chuàng)新與應(yīng)用;2014年32期

8 葉宇青;;供電企業(yè)教育培訓(xùn)閉環(huán)管理效度研究與成效分析[J];東方企業(yè)文化;2014年19期

9 潘世策;;西安供電公司:狠抓供電所培訓(xùn)工作[J];中國電力企業(yè)管理;2014年16期

10 陳金紅;;基于能力素質(zhì)模型的供電所長培訓(xùn)體系研究[J];中國電力教育;2014年09期

相關(guān)重要報(bào)紙文章 前1條

1 董愛軍;;大連供電公司創(chuàng)新培訓(xùn)滿足員工需求[N];國家電網(wǎng)報(bào);2015年

相關(guān)碩士學(xué)位論文 前8條

1 孫志華;臨汾地區(qū)供電服務(wù)質(zhì)量的評(píng)價(jià)[D];華北電力大學(xué);2014年

2 田海燕;呼和浩特供電局班組長培訓(xùn)項(xiàng)目效果評(píng)估[D];華北電力大學(xué);2014年

3 侯智超;鐵嶺供電公司員工能力素質(zhì)提升管控體系研究[D];華北電力大學(xué);2014年

4 劉釗;高鐵電力調(diào)度仿真培訓(xùn)系統(tǒng)供電模塊的研究與開發(fā)[D];西南交通大學(xué);2014年

5 馬溢;南岸供電公司基層員工培訓(xùn)效果影響因素研究[D];西南大學(xué);2014年

6 李曉靖;嘉峪關(guān)供電公司班組員工培訓(xùn)改進(jìn)研究[D];蘭州大學(xué);2014年

7 蔣紅亮;金華供電公司應(yīng)急項(xiàng)目管理流程與體系構(gòu)建研究[D];華北電力大學(xué);2014年

8 陳巖;供電企業(yè)管理人員課堂培訓(xùn)效果評(píng)估體系研究[D];華北電力大學(xué);2014年

，

本文編號(hào)：2043994