本文選題：石油儲(chǔ)運(yùn)行業(yè)　切入點(diǎn)：技能型員工　出處：《南京師范大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著現(xiàn)代化監(jiān)測(cè)技術(shù)、計(jì)算機(jī)遠(yuǎn)程控制技術(shù)在我國(guó)石油儲(chǔ)運(yùn)行業(yè)上的廣泛應(yīng)用,石油管道儲(chǔ)運(yùn)的自動(dòng)化效率大大提升。在技術(shù)領(lǐng)域快步發(fā)展的同時(shí),企業(yè)發(fā)展與技能型員工素質(zhì)之間的關(guān)聯(lián)日益顯著。技能型員工培訓(xùn)作為人力資源的重要組成部分,為提高企業(yè)發(fā)展速度、實(shí)現(xiàn)高效管理提供了強(qiáng)大的動(dòng)力。SP公司作為專業(yè)性極強(qiáng)的石油管道儲(chǔ)運(yùn)公司,近年來越來越重視員工培訓(xùn)工作,并著力加強(qiáng)技能型員工的培訓(xùn),但在公司不斷發(fā)展的過程中,技能型員工與崗位匹配差距越來越大、現(xiàn)有培訓(xùn)效果不佳已成為SP公司技能型員工培訓(xùn)最凸顯的問題。本文以SP公司技能型員工培訓(xùn)現(xiàn)狀作為研究切入點(diǎn),結(jié)合培訓(xùn)需求、培訓(xùn)評(píng)估、培訓(xùn)激勵(lì)等相關(guān)理論,同時(shí)參考了國(guó)內(nèi)外學(xué)術(shù)界關(guān)于影響技能型員工培訓(xùn)效果的相關(guān)文獻(xiàn)資料,通過理論結(jié)合實(shí)際、問卷調(diào)研分析等方法,發(fā)現(xiàn)SP公司技能型員工培訓(xùn)存在以下幾點(diǎn)問題：基礎(chǔ)性培訓(xùn)內(nèi)容與實(shí)際需求相差甚遠(yuǎn)、培訓(xùn)方式不能滿足崗位發(fā)展需要、評(píng)估與考核缺少系統(tǒng)性深入、激勵(lì)機(jī)制缺失。導(dǎo)致這些問題的原因是：SP公司對(duì)于技能型員工培訓(xùn)規(guī)劃和培訓(xùn)需求脫節(jié)、“師帶徒”培訓(xùn)模式有局限、缺乏科學(xué)的培訓(xùn)效果評(píng)估體系、培訓(xùn)成果與激勵(lì)機(jī)制無關(guān)聯(lián)。針對(duì)以上問題,本文從明確不同級(jí)別技能型員工培訓(xùn)需求、創(chuàng)新組合培訓(xùn)方式、優(yōu)化培訓(xùn)評(píng)估流程、培訓(xùn)績(jī)效激勵(lì)方案等方面入手,制定出改善SP公司技能型員工培訓(xùn)效果的具體對(duì)策。本文指出的SP公司技能型員工培訓(xùn)方面存在的問題及原因,可以反應(yīng)出石油儲(chǔ)運(yùn)行業(yè)關(guān)于技能型員工培訓(xùn)所面臨的一些共性問題,提出的對(duì)策建議對(duì)如何改善石油儲(chǔ)運(yùn)行業(yè)技能型員工培訓(xùn)效果具有一定的借鑒作用。
[Abstract]:With the extensive application of modern monitoring technology and computer remote control technology in China's petroleum storage and transportation industry, the automation efficiency of oil pipeline storage and transportation has been greatly improved. The relationship between the development of enterprises and the quality of skilled employees is increasingly obvious. As an important part of human resources, the training of skilled employees, in order to improve the speed of enterprise development, As a highly professional oil pipeline storage and transportation company, SP Company has paid more and more attention to staff training in recent years, and focused on strengthening the training of skilled employees, but in the process of continuous development of the company, The gap between skilled employees and their positions is getting bigger and bigger, and the current poor training effect has become the most prominent problem in the training of skilled employees in SP Company. This paper takes the current training status of skilled employees in SP Company as the starting point of research, combining with the training needs, Training evaluation, training incentives and other relevant theories, and at the same time referring to the academic circles at home and abroad on the impact of skilled staff training results of the relevant literature, through the theory combined with practice, questionnaire analysis and other methods, It is found that the following problems exist in the training of skilled employees in SP Company: the content of basic training is far from the actual demand, the training method can not meet the needs of post development, and the evaluation and assessment are lack of systematic depth. These problems are caused by the lack of incentive mechanism. These problems are caused by the disconnection between the training planning and training needs of skilled employees, the limitation of the training mode of "teacher with apprentice", and the lack of a scientific training effect evaluation system. There is no relation between the training results and the incentive mechanism. In view of the above problems, this paper starts with the following aspects: defining the training needs of the skilled employees at different levels, innovating the training combination training methods, optimizing the training evaluation process, training performance incentive schemes, and so on. The paper points out the problems and causes of the training of the skilled employees in SP Company, and puts forward some countermeasures to improve the training effect of the skilled employees in SP Company, and points out the problems and causes of the training of the skilled employees in the SP Company. It can reflect some common problems of technical staff training in petroleum storage and transportation industry, and the countermeasures and suggestions can be used for reference to improve the training effect of skilled employees in petroleum storage and transportation industry.
【學(xué)位授予單位】：南京師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.22

【相似文獻(xiàn)】

相關(guān)期刊論文 前10條

1 吳寧娣 ,林愛華;培訓(xùn)10原則[J];人才w，

本文編號(hào)：1641580