【摘要】：隨著經(jīng)濟(jì)的發(fā)展和社會(huì)的進(jìn)步,企業(yè)間的競(jìng)爭(zhēng)已經(jīng)不再單純依靠豐富的物質(zhì)資源以及先進(jìn)的生產(chǎn)技術(shù),轉(zhuǎn)向更依賴于人力資源的人才競(jìng)爭(zhēng)。近年來(lái),廣東電網(wǎng)有限責(zé)任公司切實(shí)推行和加強(qiáng)教育培訓(xùn)相關(guān)工作,致力于將人才強(qiáng)企戰(zhàn)略落地實(shí)施。通過(guò)深入探索塑造員工能力的有效機(jī)制與系統(tǒng)方法,從而建立了具有電網(wǎng)特色的評(píng)價(jià)培訓(xùn)體系,進(jìn)而使企業(yè)培訓(xùn)工作獲得了前所未有的發(fā)展。目前,隨著電力體制改革的不斷推進(jìn),企業(yè)面臨著人才培養(yǎng)的巨大挑戰(zhàn),現(xiàn)有培訓(xùn)體系已經(jīng)無(wú)法跟上企業(yè)發(fā)展的速度,尤其是在實(shí)施企業(yè)戰(zhàn)略以及深化國(guó)有企業(yè)改革的重要時(shí)刻。無(wú)論是對(duì)企業(yè)的經(jīng)營(yíng)管理還是安全生產(chǎn),建設(shè)高效率高水平的員工隊(duì)伍都是不可或缺的一部分。具體而言,企業(yè)應(yīng)該采取怎樣的戰(zhàn)略來(lái)提升企業(yè)員工的工作能力,使員工能力與其個(gè)人發(fā)展相吻合,與其所在崗位需求相匹配,并且與企業(yè)的核心戰(zhàn)略相統(tǒng)一,都已成為亟需探索與研究的熱點(diǎn)。為解決人才培訓(xùn)與崗位需求相匹配的問(wèn)題,本文特別針對(duì)專業(yè)技術(shù)人員崗位深入研究了廣東電網(wǎng)公司的培訓(xùn)體系。論文包含六個(gè)部分:其中,第一部分是勝任力和員工培訓(xùn)理論概述;第二部分是專業(yè)技術(shù)人員培訓(xùn)體系現(xiàn)狀分析;第三部分是基于勝任力的專業(yè)技術(shù)人員培訓(xùn)體系的診斷和分析;第四部分是專業(yè)技術(shù)人員培訓(xùn)體系優(yōu)化策略;第五部分是專業(yè)技術(shù)人員培訓(xùn)體系優(yōu)化策略的實(shí)施保障;第六部分是研究結(jié)論與研究展望。論文結(jié)構(gòu)按照要素分析—體系診斷—策略形成—實(shí)施保障—結(jié)果展望的邏輯形成。本文采用科學(xué)規(guī)范的研究方法,以勝任能力模型理論為指導(dǎo)方向,通過(guò)行為事件訪談、問(wèn)卷調(diào)查、文獻(xiàn)研究等有效的方法,結(jié)合電力企業(yè)實(shí)際,提煉了專業(yè)技術(shù)人員勝任力關(guān)鍵要素,并結(jié)合關(guān)鍵要素對(duì)現(xiàn)行使用的培訓(xùn)體系應(yīng)用現(xiàn)狀進(jìn)行了調(diào)查和分析,概括總結(jié)了培訓(xùn)體系中知識(shí)體系、教材體系、評(píng)價(jià)體系三方面存在的問(wèn)題,給出了構(gòu)建在勝任素質(zhì)模型基礎(chǔ)上的專業(yè)技術(shù)人員培訓(xùn)系統(tǒng)優(yōu)化策略和具體的實(shí)施建議,并制定了優(yōu)化方案實(shí)施的保障措施。本文研究形成的培訓(xùn)體系優(yōu)化方案使得公司分析培訓(xùn)需求更為精準(zhǔn)、培訓(xùn)規(guī)劃實(shí)施更為合理、培訓(xùn)經(jīng)費(fèi)使用更具效用、培訓(xùn)評(píng)價(jià)結(jié)果更具價(jià)值。后期將通過(guò)知識(shí)體系在培訓(xùn)策劃中應(yīng)用、教材體系在培訓(xùn)實(shí)施中應(yīng)用、評(píng)價(jià)體系在績(jī)效管理中應(yīng)用等方式,真正實(shí)現(xiàn)培訓(xùn)環(huán)節(jié)各層級(jí)的深度結(jié)合,達(dá)到培訓(xùn)促績(jī)效的目的,促使公司實(shí)現(xiàn)績(jī)效目標(biāo),更推動(dòng)電力行業(yè)培訓(xùn)達(dá)到效益最大化。
[Abstract]:With the development of economy and the progress of society, the competition among enterprises is no longer relying solely on abundant material resources and advanced production technology, but also on human resources. In recent years, Guangdong Power Grid Co., Ltd. effectively promote and strengthen the relevant work of education and training, committed to the implementation of talent strategy. By deeply exploring the effective mechanism and systematic method of shaping the ability of employees, the evaluation and training system with the characteristics of power grid has been set up, and the training work of enterprises has been developed in an unprecedented way. At present, with the continuous development of the electric power system reform, enterprises are faced with the enormous challenge of talent training, and the existing training system has been unable to keep up with the speed of enterprise development. Especially in the implementation of enterprise strategy and deepen the reform of state-owned enterprises at an important time. Construction of high-efficiency and high-level staff is an indispensable part of enterprise management and production safety. In particular, what kind of strategy should the enterprise adopt to enhance the working ability of the employees, to make the employees' ability match with their personal development, to match the needs of their positions, and to unify with the core strategy of the enterprise? Both have become a hot spot in urgent need of exploration and research. In order to solve the problem of matching the talent training with the post demand, the training system of Guangdong Power Grid Company is studied in this paper, especially for the post of professional and technical personnel. The thesis consists of six parts: the first part is an overview of competency and employee training theory, the second part is the analysis of the current situation of professional and technical personnel training system. The third part is the diagnosis and analysis of the professional and technical personnel training system based on competence; the fourth part is the optimization strategy of the professional and technical personnel training system; the fifth part is the implementation guarantee of the optimization strategy of the professional and technical personnel training system. The sixth part is the conclusion and prospect of the research. The structure of the paper is based on the logic of factor analysis-system diagnosis-strategy formation-implementation guarantee-outcome outlook. In this paper, scientific and normative research methods, competency model theory as a guide, through behavior events interviews, questionnaires, literature research and other effective methods, combined with the actual power enterprises, This paper abstracts the key elements of professional and technical personnel competence, investigates and analyzes the application status of the current training system combined with the key elements, summarizes the knowledge system and the teaching material system in the training system. The problems in three aspects of the evaluation system are discussed. The optimization strategies and specific implementation suggestions for the training system of professional and technical personnel based on the competency model are given, and the guarantee measures for the implementation of the optimization scheme are made. The optimization scheme of the training system studied in this paper makes the analysis of training demand more accurate, the training planning more reasonable, the use of training funds more effective, and the training evaluation results more valuable. In the later stage, through the application of knowledge system in training planning, the application of teaching material system in training implementation, the application of evaluation system in performance management, the deep integration of training links at all levels will be realized, and the purpose of promoting performance through training will be achieved. Promote the company to achieve performance goals, but also promote the power industry training to maximize benefits.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.61

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 陳櫻;;基于崗位勝任力模型的企業(yè)培訓(xùn)課程體系建設(shè)[J];知識(shí)經(jīng)濟(jì);2016年13期

2 張燕;;基于崗位勝任力模型的員工培訓(xùn)體系構(gòu)建[J];企業(yè)改革與管理;2016年06期

3 夏筠;;基于崗位勝任能力的培訓(xùn)評(píng)價(jià)體系建設(shè)研究與實(shí)踐[J];中國(guó)電力教育;2016年02期

4 梁偉真;蔣洪超;;基于勝任力模型的企業(yè)員工培訓(xùn)體系的研究[J];價(jià)值工程;2015年20期

5 林豹;;基于勝任力模型的企業(yè)培訓(xùn)體系建設(shè)研究[J];企業(yè)改革與管理;2015年09期

6 李瑩瑩;;基于勝任力模型的廣東電網(wǎng)培訓(xùn)體系的構(gòu)建[J];企業(yè)技術(shù)開(kāi)發(fā);2015年06期

7 康麗娟;;專業(yè)技術(shù)人員評(píng)價(jià)體系的構(gòu)建及應(yīng)用研究[J];管理觀察;2014年36期

8 柏吉寬;王超;李苑霞;;企業(yè)教育培訓(xùn)知識(shí)管理研究[J];管理觀察;2014年27期

9 李盛宇;;基于崗位勝任能力的縣級(jí)供電企業(yè)技能人員培訓(xùn)評(píng)價(jià)體系的建立與應(yīng)用[J];沿海企業(yè)與科技;2013年06期

10 柏吉寬;林龍鳳;;基于崗位勝任能力的專業(yè)技術(shù)人員培訓(xùn)規(guī)范研究[J];中國(guó)電力教育;2013年26期

相關(guān)博士學(xué)位論文 前4條

1 潘持春;管理勝任力面試測(cè)評(píng)的有效性研究[D];南京師范大學(xué);2012年

2 陳巖松;基于勝任力的高校輔導(dǎo)員績(jī)效評(píng)價(jià)研究[D];南京航空航天大學(xué);2011年

3 史東風(fēng);基于崗位勝任力的石油企業(yè)中層管理者人崗匹配模型研究[D];西南石油大學(xué);2011年

4 趙輝;中國(guó)地方黨政領(lǐng)導(dǎo)干部勝任力模型與績(jī)效關(guān)系研究[D];西南交通大學(xué);2007年

，

本文編號(hào)：2166212