發(fā)布時(shí)間：2018-03-03 12:29

  本文選題：培訓(xùn)項(xiàng)目　切入點(diǎn)：結(jié)構(gòu)優(yōu)化　出處：《華北電力大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著改革的不斷推進(jìn)與市場機(jī)制的完善,電網(wǎng)企業(yè)即面臨著發(fā)展的機(jī)遇,同時(shí)也面臨著挑戰(zhàn),因此電網(wǎng)業(yè)務(wù)對(duì)人才層次的要求越來越高,尤其需要接受過良好教育和培訓(xùn),有豐富的理論知識(shí)儲(chǔ)備和實(shí)踐經(jīng)驗(yàn)的管理人才,建立高素質(zhì)的電力員工隊(duì)伍成為電網(wǎng)企業(yè)人力資源建設(shè)的核心任務(wù)。在優(yōu)化人力資源結(jié)構(gòu)的過程中,一方面要做好人才招聘工作,吸納社會(huì)上優(yōu)秀人才加盟,更為重要的是要依托企業(yè)培訓(xùn)體系,提升現(xiàn)有員工的業(yè)務(wù)能力和管理水平。 本文以培訓(xùn)項(xiàng)目的優(yōu)化設(shè)計(jì)與實(shí)施為研究對(duì)象,對(duì)電網(wǎng)企業(yè)現(xiàn)有的培訓(xùn)管理體系進(jìn)行優(yōu)化設(shè)計(jì)。首先,本文在總結(jié)國內(nèi)外培訓(xùn)體系優(yōu)化研究的基礎(chǔ)上,回顧了現(xiàn)有培訓(xùn)管理相關(guān)理論；其次,本文重點(diǎn)針對(duì)電網(wǎng)企業(yè)培訓(xùn)資源管理存在的問題進(jìn)行了定性分析,并就培訓(xùn)資源的開發(fā)與管理進(jìn)行了探討,提出了培訓(xùn)資源開發(fā)的原則,并建立了獨(dú)占型培訓(xùn)資源調(diào)配模型：再次,在培訓(xùn)項(xiàng)目質(zhì)量評(píng)價(jià)體系建設(shè)方面,為彌補(bǔ)Kirkpatrick模型在實(shí)際使用中的不足,本文提煉了行為層和結(jié)果層的評(píng)價(jià)指標(biāo),利用FAHP方法建立了培訓(xùn)項(xiàng)目質(zhì)量評(píng)價(jià)體系；最后,對(duì)青海省電力公司培訓(xùn)中心培訓(xùn)項(xiàng)目進(jìn)行了概述,針對(duì)培訓(xùn)中心師資力量調(diào)配存在的問題,采用文中建立的獨(dú)占型資源調(diào)配模型優(yōu)化了培訓(xùn)中心現(xiàn)有的師資調(diào)配模式,同時(shí)從培訓(xùn)項(xiàng)目的實(shí)施層面給出了優(yōu)化策略。 本文研究內(nèi)容作為對(duì)電網(wǎng)企業(yè)培訓(xùn)體系的補(bǔ)充,在培訓(xùn)資源管理、培訓(xùn)質(zhì)量管理方面進(jìn)行了研究,一定程度上補(bǔ)充了電網(wǎng)企業(yè)現(xiàn)有培訓(xùn)體系的不足,通過定性分析、定量描述為培訓(xùn)項(xiàng)目的優(yōu)化提供了科學(xué)的依據(jù),具有一定的創(chuàng)新性和實(shí)用性。
[Abstract]:With the continuous promotion of reform and the perfection of market mechanism, power grid enterprises are faced with both opportunities and challenges. Therefore, the demand for talents is becoming higher and higher, especially the need for good education and training. Management personnel with abundant theoretical knowledge and practical experience have become the core task of the construction of human resources in power grid enterprises. In the process of optimizing the human resource structure, the establishment of high quality electric power workers becomes the core task of the construction of human resources in power grid enterprises. On the one hand, it is necessary to do a good job of talent recruitment, to attract outstanding talents in the community to join, more importantly, to rely on the enterprise training system to enhance the existing staff's business ability and management level. This paper takes the optimal design and implementation of training projects as the research object to optimize the training management system of power grid enterprises. Firstly, this paper summarizes the research on the optimization of training system at home and abroad. The related theories of training management are reviewed. Secondly, this paper focuses on the qualitative analysis of the problems existing in the management of training resources in power grid enterprises, discusses the development and management of training resources, and puts forward the principles of the development of training resources. And established exclusive training resource allocation model: thirdly, in the training project quality evaluation system construction, in order to make up for the deficiency of Kirkpatrick model in practical use, this paper abstracts the evaluation index of behavior layer and result layer. The quality evaluation system of the training project is established by using the FAHP method. Finally, the training project of the training center of Qinghai Electric Power Company is summarized, aiming at the problems existing in the allocation of teachers in the training center. Based on the exclusive resource allocation model established in this paper, the existing teacher allocation model of the training center is optimized, and the optimization strategy is given from the implementation level of the training project. In this paper, as a supplement to the training system of power grid enterprises, the training resource management and training quality management are studied. To some extent, it complements the shortcomings of the existing training system of power grid enterprises, and through qualitative analysis, Quantitative description provides a scientific basis for the optimization of training projects and is innovative and practical.
【學(xué)位授予單位】：華北電力大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F426.61

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 劉青;劉曉寧;;企業(yè)培訓(xùn)力評(píng)價(jià)的模糊綜合評(píng)判模型[J];商業(yè)研究;2006年04期

2 李五四;張翔云;;知識(shí)管理下企業(yè)培訓(xùn)模式的改革與功能創(chuàng)新[J];經(jīng)濟(jì)研究導(dǎo)刊;2010年04期

3 韓非;周娟娟;;國有企業(yè)培訓(xùn)方法運(yùn)用存在的問題與對(duì)策[J];科技信息;2010年34期

4 郭校敏;;基于模糊綜合評(píng)價(jià)法構(gòu)建大型企業(yè)培訓(xùn)體系有效性評(píng)價(jià)模型[J];人力資源管理;2010年11期

5 湯偉偉;卓佳;;基于灰色關(guān)聯(lián)分析法的企業(yè)培訓(xùn)效果評(píng)價(jià)模型研究及應(yīng)用[J];企業(yè)導(dǎo)報(bào);2009年09期

6 雷昊;安華;;中國國有企業(yè)培訓(xùn)的問題分析和思路整合——德國企業(yè)培訓(xùn)模式對(duì)我國國有企業(yè)培訓(xùn)的啟示[J];商場現(xiàn)代化;2006年04期

7 周曉云;錢士茹;陳靜;倪明放;;企業(yè)家人力資源培訓(xùn)問題的整數(shù)規(guī)劃模型[J];運(yùn)籌與管理;2007年02期

8 龍?jiān)?鄭蕾;;電力企業(yè)管理人員培訓(xùn)模式思考[J];中國電力教育;2007年S4期

9 黃琳;李艷軍;;連鎖企業(yè)培訓(xùn)激勵(lì)新模式——保級(jí)培訓(xùn)模式[J];中小企業(yè)管理與科技(上旬刊);2008年08期

10 楊靖;呂守國;曹衛(wèi)兵;曹珊珊;;基于需求導(dǎo)向的電力企業(yè)培訓(xùn)機(jī)制探討[J];中國電力教育;2011年27期

相關(guān)碩士學(xué)位論文 前10條

1 叢楊;基于有效性的人力資源培訓(xùn)模式研究[D];大連海事大學(xué);2011年

2 徐岳;培訓(xùn)項(xiàng)目管理中若干問題研究與實(shí)踐[D];復(fù)旦大學(xué);2011年

3 夏凡;高新技術(shù)企業(yè)培訓(xùn)體系的優(yōu)化研究[D];首都經(jīng)濟(jì)貿(mào)易大學(xué);2011年

4 李貝;基于Kirkpatrick模型的管理培訓(xùn)效果評(píng)估方法優(yōu)化[D];長沙理工大學(xué);2011年

5 衛(wèi)圈虎;高科技企業(yè)員工培訓(xùn)項(xiàng)目管理及風(fēng)險(xiǎn)研究[D];西北工業(yè)大學(xué);2002年

6 彭勝峰;企業(yè)培訓(xùn)效果評(píng)估系統(tǒng)設(shè)計(jì)與應(yīng)用[D];西北大學(xué);2007年

7 王建武;國有大中型企業(yè)培訓(xùn)模式的優(yōu)化研究[D];上海交通大學(xué);2007年

8 范曉禹;電力公司班組長培訓(xùn)項(xiàng)目方案優(yōu)化設(shè)計(jì)和效果評(píng)估[D];華北電力大學(xué)（河北）;2008年

9 許婉麗;企業(yè)培訓(xùn)發(fā)展模式研究[D];國防科學(xué)技術(shù)大學(xué);2006年

10 姚雪冰;電力企業(yè)員工培訓(xùn)項(xiàng)目的設(shè)計(jì)與實(shí)施研究[D];華北電力大學(xué)（北京）;2009年

，

本文編號(hào)：1561042