本文選題：學(xué)習(xí)型企業(yè)　切入點：培訓(xùn)效果評估　出處：《山東理工大學(xué)》2013年碩士論文

【摘要】：當(dāng)今企業(yè)正處在一個變化越來越迅速的市場環(huán)境當(dāng)中。面對外部愈加激烈的競爭和內(nèi)部員工日益增長的需求,企業(yè)家紛紛選擇創(chuàng)建學(xué)習(xí)型企業(yè),希望通過增強員工學(xué)習(xí)、創(chuàng)新能力來適應(yīng)不斷變化的格局。而且在學(xué)習(xí)型企業(yè)中,管理者會給員工提供很多學(xué)習(xí)和成長的機會,幫助員工不斷的提升自我學(xué)習(xí)能力和創(chuàng)新能力,通過不斷的完善自我來滿足其自身的精神需要。企業(yè)培訓(xùn)是提高員工素質(zhì)的有效手段,因而培訓(xùn)工作成為企業(yè)提高核心競爭力的關(guān)鍵。但目前企業(yè)投入大量資金進行培訓(xùn)后,培訓(xùn)的評估工作卻不能跟進,企業(yè)面臨著培訓(xùn)評估體系不完善、評估指標(biāo)針對性不強等問題。這嚴(yán)重影響了企業(yè)的培訓(xùn)評估工作,無法給企業(yè)的培訓(xùn)工作提供具體、針對性意見,更不能為企業(yè)其他管理決策提供有意義的信息。因此,針對性的設(shè)計一個評估指標(biāo)體系和科學(xué)的評估模型,是學(xué)習(xí)型企業(yè)應(yīng)該加強重視的必要環(huán)節(jié)。本文選擇學(xué)習(xí)型企業(yè)為研究對象,參考其員工培訓(xùn)的特點,針對性的選出一系列培訓(xùn)評估指標(biāo)。并利用對專家調(diào)查訪問得到的數(shù)據(jù),采用因子分析法對指標(biāo)體系進行了改善,得出一個三層次的指標(biāo)體系。然后利用層次分析法(AHP)確定每一項指標(biāo)的權(quán)重,在此基礎(chǔ)上,運用模糊綜合評價法嘗試建立了一個完整的學(xué)習(xí)型企業(yè)培訓(xùn)評估模糊評價模型。在文章案例分析部分,選擇山東一個典型的學(xué)習(xí)型企業(yè)一一山東東岳集團,結(jié)合東岳集團一次具體的員工培訓(xùn),通過問卷調(diào)查收集數(shù)據(jù)、分析結(jié)果,指出企業(yè)這次培訓(xùn)所存在的問題、分析產(chǎn)生這些問題的原因。并根據(jù)企業(yè)的實際情況,為企業(yè)提出針對性的解決方案,希望可以對東岳集團的培訓(xùn)工作和日后的管理工作提供一定的建設(shè)性意見。并希望對我國學(xué)習(xí)型企業(yè)的培訓(xùn)效果評估理論的發(fā)展有所幫助,并對我國學(xué)習(xí)型企業(yè)的培訓(xùn)現(xiàn)狀有所改善。
[Abstract]:Today, enterprises are in an increasingly rapidly changing market environment. Facing the increasingly fierce external competition and the growing demand of internal staff, entrepreneurs have chosen to create learning enterprises, hoping to enhance staff learning. Innovative ability to adapt to the changing situation. And in learning enterprises, managers will provide employees with a lot of learning and growth opportunities, to help employees constantly improve their self-learning and innovation ability, Enterprise training is an effective means to improve the quality of employees, so the training work becomes the key to improve the core competitiveness of enterprises. However, the evaluation of training can not be followed up. Enterprises are faced with the problems of imperfect training evaluation system and weak pertinence of evaluation indicators. This seriously affects the training evaluation work of enterprises and can not provide specific training work for enterprises. Therefore, we should design an evaluation index system and scientific evaluation model. This paper selects the learning enterprise as the research object, referring to the characteristics of its staff training, and selects a series of training evaluation indexes, and makes use of the data obtained from the expert survey. The index system is improved by factor analysis, and a three-level index system is obtained. Then, the weight of each index is determined by using the analytic hierarchy process (AHP), on the basis of which, This paper attempts to establish a complete fuzzy evaluation model for training evaluation of learning enterprises by using fuzzy comprehensive evaluation method. In the part of case analysis of this paper, a typical learning enterprise in Shandong, Shandong Dongyue Group, is selected. Combined with a specific employee training of Dongyue Group, collecting data through questionnaire, analyzing the results, pointing out the problems existing in this training, analyzing the causes of these problems, and according to the actual situation of the enterprise, It is hoped that some constructive suggestions can be provided for the training work and future management of Dongyue Group, and that it will be helpful to the development of the training effect evaluation theory of the learning enterprises in our country. And improve the training situation of the learning enterprises in our country.
【學(xué)位授予單位】：山東理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.7

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