本文選題：寧夏 + 供電公司��； 參考：《寧夏大學》2013年碩士論文

【摘要】：人才是企業(yè)的核心競爭力。然而,投入與產(chǎn)出不一定成正比,許多企業(yè)耗費大量時間、人力、財力開展培訓,卻沒有取得預期的效果,根本原因是沒有建立有效的培訓體系,員工培訓還停留在“頭痛醫(yī)頭腳痛醫(yī)腳”的階段。 雖然有關培訓體系的理論研究很多,但針對供電企業(yè)的較少。供電屬于技術密集型、高危險行業(yè),一些崗位的員工培訓直接影響企業(yè)的安全生產(chǎn)和經(jīng)營目標能否實現(xiàn)。近幾年,寧夏A供電公司的員工培訓工作從培訓頻次、員工參學率等方面都有了很大的提升,建立了有本企業(yè)特點的培訓體系,為員工成長成才提供了平臺,增強了企業(yè)活力和凝聚力。但與公司發(fā)展戰(zhàn)略目標的需要相比,寧夏A供電公司的培訓體系仍不能很好的發(fā)揮作用,培訓效果與預期還有差距。如何解決這些問題,完善寧夏A供電公司員工培訓體系,成為公司人力資源管理的當務之急。 本文從培訓的相關理論入手,主要運用調(diào)查法和案例研究法,對寧夏A供電公司培訓體系現(xiàn)狀從培訓制度體系、課程體系、資源體系、運作流程四個方面進行剖析,并指出公司在培訓需求、培訓內(nèi)容、培訓方式、培訓效果評估、培訓考核與激勵、培訓成果轉(zhuǎn)化等方面存在的現(xiàn)實問題。針對這些具體問題,借鑒國內(nèi)外企業(yè)的先進培訓經(jīng)驗,從培訓需求分析、豐富培訓內(nèi)容、方式、完善培訓效果評估、采取激勵措施等方面提出相應的完善對策,使培訓工作真正能夠滿足員工和企業(yè)共同發(fā)展的需要。 在深化國有企業(yè)改革、可持續(xù)發(fā)展的大背景下,本文對寧夏A供電公司培訓體系的完善建議,能為有類似需求的供電企業(yè)提供參考,對其他改革、發(fā)展中的老牌國有企業(yè)建立健全科學的培訓體系也有借鑒價值。
[Abstract]:Talent is the core competitiveness of enterprises. However, the input and output are not necessarily proportional, many enterprises spend a lot of time, human and financial resources to carry out training, but did not achieve the desired results, the root cause is the lack of an effective training system. Staff training also stays in the "head and foot pain treatment" stage. Although there are a lot of theoretical research on training system, but few for power supply enterprises. Power supply is a technology intensive and high dangerous industry. The training of some positions directly affects the safety of production and operation. In recent years, the staff training work of Ningxia A Power supply Company has greatly improved in terms of training frequency, employee participation rate, and so on. A training system with the characteristics of its own enterprise has been established, which provides a platform for staff to grow up and become talented. Enhanced enterprise vitality and cohesion. However, the training system of Ningxia A Power supply Company can not play a good role compared with the needs of the company's development strategic goal, and the training effect is still far from expected. How to solve these problems and perfect the staff training system of Ningxia A Power supply Company has become the urgent task of the company's human resource management. Starting with the relevant theory of training, this paper mainly applies the investigation method and the case study method to analyze the present situation of the training system of Ningxia A Power supply Company from four aspects: training system, curriculum system, resource system and operation process. It also points out the practical problems in the aspects of training demand, training content, training method, training effect evaluation, training examination and motivation, training achievement transformation and so on. Aiming at these specific problems, this paper draws lessons from the advanced training experience of domestic and foreign enterprises, and puts forward the corresponding perfect countermeasures from the aspects of training demand analysis, enriching the training contents and methods, perfecting the training effect evaluation, taking the incentive measures, etc. So that the training work can really meet the needs of the common development of employees and enterprises. Under the background of deepening the reform of state-owned enterprises and sustainable development, this paper provides some suggestions for the improvement of the training system of Ningxia A Power supply Company, which can provide a reference for the power supply enterprises with similar needs and other reforms. Developing old-brand state-owned enterprises to establish a sound scientific training system also has reference value.
【學位授予單位】：寧夏大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F426.61

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本文編號：1908778