發(fā)布時(shí)間：2018-06-06 11:32

  本文選題：培訓(xùn)體系 + 優(yōu)化��； 參考：《蘭州交通大學(xué)》2015年碩士論文

【摘要】：近幾年以來,L公司在認(rèn)真落實(shí)“三集五大”全員培訓(xùn)考試制度,以市公司培訓(xùn)計(jì)劃為指導(dǎo),以關(guān)鍵崗位人員、專業(yè)技術(shù)崗位人員、農(nóng)電工培訓(xùn)為重點(diǎn),逐步實(shí)施崗位模塊化培訓(xùn),取得了一定成效,但在計(jì)劃和項(xiàng)目管理上還存在一些問題和不足:一是培訓(xùn)計(jì)劃的執(zhí)行剛性不強(qiáng),現(xiàn)場培訓(xùn)偏少,缺乏針對性和有效性,重理論,輕實(shí)操的情況依然存在,培訓(xùn)計(jì)劃不能落到實(shí)處,影響了培訓(xùn)的整體效果。二是培訓(xùn)方法相對簡單,使學(xué)習(xí)流于形式,培訓(xùn)過程不連續(xù)。三是培訓(xùn)師資力量匱乏,一些專業(yè)性較強(qiáng)的培訓(xùn)開展難度較大。四是技能培訓(xùn)設(shè)施建設(shè)相對落后,缺乏科學(xué)化、現(xiàn)代化的培訓(xùn)設(shè)備和設(shè)施。五是教育培訓(xùn)機(jī)制不完善,雖然我局在近年來不斷探索人力資源開發(fā)的各種途徑,建立了相應(yīng)的培訓(xùn)管理制度和激勵(lì)措施,但在教育培訓(xùn)考核和如何增強(qiáng)培訓(xùn)效果方面還存在薄弱環(huán)節(jié),員工參加教育培訓(xùn)和自主學(xué)習(xí)的積極性還未充分調(diào)動(dòng)。本文首先分析了培訓(xùn)、企業(yè)與員工發(fā)展的相關(guān)內(nèi)容,闡述了公司發(fā)展與職工發(fā)展的關(guān)系,學(xué)習(xí)研究了國內(nèi)外學(xué)術(shù)界對公司培訓(xùn)理論的研究,指導(dǎo)了論文研究的理論依據(jù)。結(jié)合L公司實(shí)際情況,作為論文實(shí)際研究對象,說明和分析了企業(yè)人力資源及勝任力狀況、培訓(xùn)現(xiàn)狀,通過與員工訪談和查閱相關(guān)資料,發(fā)現(xiàn)員工在培訓(xùn)前后的過程反映。通過問卷調(diào)查和數(shù)據(jù)分析方法,從中發(fā)現(xiàn)培訓(xùn)存在的問題。把這些培訓(xùn)存在的問題一一列舉,在制定培訓(xùn)方案實(shí)施的過程中改正,并不斷的進(jìn)行完善、改善。結(jié)合公司發(fā)展以及員工發(fā)展與對企業(yè)的要求,然后在制定培訓(xùn)方案和設(shè)計(jì)培訓(xùn)原則的基礎(chǔ)上,要從職工與公司兩個(gè)層面通過問卷調(diào)查得出結(jié)論,詳細(xì)地全面地分析了公司職工培訓(xùn)需求。然后提出了培訓(xùn)方案,解決公司培訓(xùn)在在問題的短板,不斷促進(jìn)企業(yè)與員工共同發(fā)展。同時(shí)將培訓(xùn)師資隊(duì)伍建立、培訓(xùn)內(nèi)容的設(shè)計(jì)、培訓(xùn)方式的選擇以及培訓(xùn)效果的評估等方面進(jìn)行了完善。
[Abstract]:In recent years, the company has conscientiously implemented the "three sets and five" all-staff training examination system, taking the training plan of the city company as the guidance, focusing on the key post personnel, professional and technical personnel, agricultural electricity and industrial training. The gradual implementation of post modular training has achieved some results, but there are still some problems and deficiencies in planning and project management: first, the execution of training plans is not rigid enough, on-site training is on the low side, lack of pertinence and effectiveness, and emphasis on theory, The situation of light practice still exists, and the training plan can not be implemented, which affects the overall effect of training. Second, the training method is relatively simple, so that the form of learning, the training process is not continuous. Third, the lack of training teachers, some professional training is more difficult to carry out. Fourth, the construction of skills training facilities is relatively backward, lack of scientific, modern training equipment and facilities. Fifth, the mechanism of education and training is not perfect. Although in recent years, our Bureau has continuously explored various ways to develop human resources, and has established corresponding training management systems and incentives. However, there are still weak links in the examination of education and training and how to enhance the effect of training, and the enthusiasm of staff to participate in educational training and autonomous learning has not been fully mobilized. This paper first analyzes the relevant contents of training, enterprise and staff development, expounds the relationship between company development and staff development, studies the research on corporate training theory in domestic and foreign academic circles, and guides the theoretical basis of the paper. Combined with the actual situation of L Company, as the actual research object of the thesis, this paper explains and analyzes the human resources and competence of the enterprise, the current situation of training, and finds out the reflection of the process before and after the training by interviewing with the staff and consulting the relevant information. By means of questionnaire and data analysis, the problems of training are found. List the problems of these training, correct and improve the training program. Combined with the development of the company and the development of the staff and the requirements of the enterprise, and then on the basis of the formulation of training programs and design training principles, we should draw a conclusion through questionnaires from the two levels of employees and companies. Detailed and comprehensive analysis of the company's staff training needs. Then it puts forward the training program to solve the problem of training in the short board, and constantly promote the development of enterprises and employees. At the same time, the establishment of training faculty, the design of training content, the selection of training methods and the evaluation of training effect are improved.
【學(xué)位授予單位】：蘭州交通大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92

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本文編號：1986374