LN電力勘察設(shè)計(jì)院項(xiàng)目人員培訓(xùn)方案設(shè)計(jì)
發(fā)布時(shí)間：2018-07-27 11:16
【摘要】：近年來，隨著國內(nèi)的城市化與工業(yè)化推進(jìn)速度不斷加過，中國正在經(jīng)歷一個(gè)前所未有的電能大發(fā)展時(shí)期，電能對非電能等的替代效應(yīng)正在不斷強(qiáng)化，就目前國內(nèi)終端能源消費(fèi)結(jié)構(gòu)來看，全社會(huì)對電力資源的依賴程度越來越高。不難預(yù)測，在未來一段較長時(shí)期內(nèi)，圍繞電力方面產(chǎn)生的需求仍將有很大的增長空間，與此相應(yīng)的廣大電力勘察設(shè)計(jì)行業(yè)仍將受此大的趨勢影響，在未來一段時(shí)期內(nèi)保持長期穩(wěn)定增長，可以毫不猶豫的說，電力勘察設(shè)計(jì)行業(yè)的發(fā)展前景非常好。近年來，LN電力勘察設(shè)計(jì)院始終以市場為導(dǎo)向，緊緊圍繞打造企業(yè)核心競爭力的目標(biāo)，使企業(yè)在力保自身市場份額持續(xù)提升的基礎(chǔ)上，不斷做強(qiáng)做大，現(xiàn)已成為行業(yè)的中堅(jiān)力量。 項(xiàng)目人員培訓(xùn)作為項(xiàng)目人力資源管理的一個(gè)重要組成部分，，是一個(gè)項(xiàng)目團(tuán)隊(duì)獲取各方新知識(shí)的源泉，是項(xiàng)目團(tuán)隊(duì)贏得行業(yè)競爭優(yōu)勢的重要途徑，項(xiàng)目人員培訓(xùn)目前已成為現(xiàn)代項(xiàng)目人力資源管理的重要內(nèi)容。通過筆者的深度行業(yè)調(diào)研和對LN電力勘察設(shè)計(jì)院項(xiàng)目人員培訓(xùn)現(xiàn)狀的深度分析，筆者認(rèn)為，為適應(yīng)當(dāng)前電力行業(yè)發(fā)展的國內(nèi)國外市場要求，LN電力勘察設(shè)計(jì)院亟需建立高效的項(xiàng)目員工培訓(xùn)體系，培訓(xùn)出符合項(xiàng)目需要的人才。 本文正是基于上述背景，本研究以員工培訓(xùn)相關(guān)基礎(chǔ)理論為依據(jù)，研究和分析電力勘察設(shè)計(jì)企業(yè)項(xiàng)目員工培訓(xùn)中存在的問題，運(yùn)用學(xué)習(xí)型組織理論、馬斯洛需求層次論、項(xiàng)目員工培訓(xùn)需求分析與評估、培訓(xùn)資源建設(shè)等一系列理論和實(shí)操辦法，深入LN電力勘察設(shè)計(jì)院內(nèi)部進(jìn)行調(diào)查研究，最終找到了LN電力勘察設(shè)計(jì)院項(xiàng)目員工培訓(xùn)的現(xiàn)存問題，并在此基礎(chǔ)上完成了LN電力勘察設(shè)計(jì)院項(xiàng)目員工培訓(xùn)優(yōu)化設(shè)計(jì)，為解決LN電力勘察設(shè)計(jì)院目前的項(xiàng)目員工培訓(xùn)問題奠定了基礎(chǔ)，同時(shí)也為同類國有企業(yè)項(xiàng)目化背景下員工培訓(xùn)工作開展提供一定的參考。 本文具體行文分為以下幾個(gè)部分： 第一部分緒論：包括選題背景、研究意義、研究的思路、方法與結(jié)構(gòu)框架。第二部分正文：主要從四個(gè)方面論述，首先是關(guān)于行文的相關(guān)概念和基礎(chǔ)理論綜述，主要包括本研究對電力勘察設(shè)計(jì)企業(yè)項(xiàng)目員工培訓(xùn)的界定，本研究主要理論分析工具學(xué)習(xí)型組織理論及需求層次理論等；接著對電力勘察設(shè)計(jì)企業(yè)人力資源管理、項(xiàng)目管理現(xiàn)狀和主要問題進(jìn)行了分析，側(cè)重分析了組織結(jié)構(gòu)類型、項(xiàng)目人員培訓(xùn)特征、項(xiàng)目人員培訓(xùn)需求等內(nèi)容；其次對LN電力勘察設(shè)計(jì)院項(xiàng)目人員培訓(xùn)現(xiàn)狀和問題進(jìn)行分析，其中側(cè)重LN電力勘察設(shè)計(jì)院項(xiàng)目人員培訓(xùn)現(xiàn)存問題的提出及培訓(xùn)需求分析，為整篇論文提供現(xiàn)實(shí)分析依據(jù)；最后分別從培訓(xùn)體系設(shè)計(jì)、培訓(xùn)資源建設(shè)、培訓(xùn)實(shí)施和評估等方面提出LN電力勘察設(shè)計(jì)院項(xiàng)目人員培訓(xùn)方案設(shè)計(jì)，并指出應(yīng)注意的問題。結(jié)語部分，對整篇論文進(jìn)行總結(jié)概括總結(jié)。 全文得出的主要結(jié)論如下： (1)項(xiàng)目人員培訓(xùn)需求分析應(yīng)包含組織、工作與個(gè)人三個(gè)層次的內(nèi)容，同時(shí)應(yīng)包含戰(zhàn)略規(guī)劃、績效評估、員工職業(yè)生涯規(guī)劃與崗位勝任素質(zhì)要求四個(gè)要點(diǎn)。 (2)LN電力勘察設(shè)計(jì)院項(xiàng)目人員培訓(xùn)主要問題包括：項(xiàng)目人員培訓(xùn)資源建設(shè)與管理體系不健全；缺乏有效的培訓(xùn)對象選拔機(jī)制；項(xiàng)目人員培訓(xùn)效果評估不系統(tǒng)；缺乏專業(yè)化的培訓(xùn)管理人才。 (3)項(xiàng)目人員培訓(xùn)設(shè)計(jì)五級培訓(xùn)體系應(yīng)包括：項(xiàng)目執(zhí)行人員培訓(xùn)；單項(xiàng)目管理培訓(xùn)；多項(xiàng)目管理培訓(xùn)；企業(yè)項(xiàng)目化管理操作模式構(gòu)建；企業(yè)項(xiàng)目化管理體系構(gòu)建與優(yōu)化。 (4)明確提出要保證LN電力勘察設(shè)計(jì)院項(xiàng)目員工培訓(xùn)的有效運(yùn)行，必須和企業(yè)的發(fā)展戰(zhàn)略、人力資源戰(zhàn)略緊密結(jié)合，必須有健全的培訓(xùn)組織機(jī)構(gòu)(矩陣式組織結(jié)構(gòu))；要達(dá)到良好的培訓(xùn)效果，必須要全員參與；明確提出需要建立LN電力勘察設(shè)計(jì)院自己內(nèi)部的講師聘任制度，加強(qiáng)LN電力勘察設(shè)計(jì)院內(nèi)部培訓(xùn)教師的培養(yǎng)和選聘，使LN電力勘察設(shè)計(jì)院內(nèi)部培訓(xùn)為主，外委培訓(xùn)為輔；明確提出培訓(xùn)需求分析和評估要與項(xiàng)目目標(biāo)及員工的個(gè)人職業(yè)生涯發(fā)展規(guī)劃相結(jié)合。
[Abstract]:In recent years, with the increasing speed of urbanization and industrialization in China, China is experiencing an unprecedented period of electrical energy development, and the alternative effect of electric energy to non electric energy is being continuously strengthened. As far as the current domestic consumption structure of terminal energy is concerned, the dependence of the whole society on power resources is becoming higher and higher. It is not difficult to predict, In the future a long period of time, the demand for electric power will still have a lot of room for growth, and the corresponding General Electric Power Survey and design industry will still be affected by this big trend. In the future, the long-term stable growth will be maintained. We can not hesitate to say that the development prospect of the electric power survey and design industry is very good. In the past year, the LN Electric Power Survey and Design Institute has always been oriented by the market, closely surrounding the goal of building the core competitiveness of the enterprise, making the enterprise stronger and bigger on the basis of maintaining its own market share, and has now become the backbone of the industry.
As an important part of the project human resource management, project personnel training is the source of a project team to acquire new knowledge. It is an important way for the project team to win the competitive advantage of the industry. The training of the project personnel has become an important part of the human resource management in modern projects. In depth analysis of the status of the project personnel training of the LN Electric Power Survey and Design Institute, the author thinks that, in order to meet the requirements of the current domestic and foreign market in the development of the electric power industry, the LN Electric Power Survey and Design Institute urgently needs to establish a highly efficient training system for the project staff and train the talents that meet the needs of the project.
Based on the above background, this paper, based on the basic theory of employee training, studies and analyzes the problems existing in the training of the staff of the electric power survey and design enterprises, using the theory of learning organization, the theory of Maslow's needs, the analysis and evaluation of the training needs of the staff, the construction of training resources and so on. The method, in-depth investigation and research in LN Electric Power Survey and Design Institute, and finally found the existing problems of staff training in the project of LN electric survey and Design Institute, and on this basis completed the optimization design of the staff training of the LN Electric Power Survey and Design Institute, which laid the foundation for solving the current project staff training problems of the LN Electric Power Survey and Design Institute. It also provides some reference for staff training work under the background of similar state-owned enterprises.
This article is divided into the following parts:
The first part of the introduction: including the background of topic selection, research significance, research ideas, methods and structural framework. The second part of the main text: mainly from four aspects, first of all about the relevant concepts and basic theory of the literature review, mainly including the study of Electric Power Survey and design enterprise project staff training, the main theoretical points of this study. This paper analyzes the theory of tool learning organization and the theory of demand level, and then analyzes the human resource management, the status of project management and the main problems of the power survey and design enterprise, and focuses on the analysis of the types of organization structure, the training features of the project personnel, the training needs of the project personnel, and the second to the project personnel of the LN Electric Power Survey and Design Institute. The status and problems of the training are analyzed, which focuses on the existing problems of the project personnel training of the LN Electric Power Survey and Design Institute and the analysis of the training requirements, and provides a realistic basis for the whole paper. Finally, the project personnel of the LN Electric Power Survey and Design Institute are put forward from the aspects of training system design, training resources construction, training implementation and evaluation. Training plan design, and points out the problems that should be paid attention to. The conclusion part summarizes and summarizes the whole paper.
The main conclusions of the full text are as follows:
(1) the analysis of the training needs of the project personnel should include the contents of three levels of organization, work and individual. At the same time, it should include four main points: strategic planning, performance evaluation, career planning and job competency requirements.
(2) the main problems of the project personnel training of the LN Electric Power Survey and Design Institute include: the construction and management system of the project personnel training resources is not sound; the effective selection mechanism of the training objects is lacking; the evaluation of the training effect of the project personnel is not systematic; and the professional training management personnel are lacking.
(3) the five level training system for project personnel training and design should include the training of project executors, single project management training, multi project management training, construction of enterprise project management operation mode, and construction and optimization of enterprise project management system.
(4) it is clear that it is necessary to ensure the effective operation of the training of the staff of the LN Electric Power Survey and Design Institute. It must be combined with the development strategy of the enterprise and the strategy of human resources closely. There must be a sound training organization (matrix organization structure). In order to achieve good training effect, it is necessary for all members to participate; and it is clear that the LN Electric Power Survey needs to be established. The design institute's own internal lecturer appointment system strengthens the training and selection of the internal training teachers of the LN electric survey and Design Institute, and makes the internal training of the LN electric survey and design institute the main training and the external Committee training as a supplement. It is clear that the training needs analysis and evaluation should be combined with the project goals and the staff's career development planning.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F426.61;F272.92
本文編號：2147645
[Abstract]:In recent years, with the increasing speed of urbanization and industrialization in China, China is experiencing an unprecedented period of electrical energy development, and the alternative effect of electric energy to non electric energy is being continuously strengthened. As far as the current domestic consumption structure of terminal energy is concerned, the dependence of the whole society on power resources is becoming higher and higher. It is not difficult to predict, In the future a long period of time, the demand for electric power will still have a lot of room for growth, and the corresponding General Electric Power Survey and design industry will still be affected by this big trend. In the future, the long-term stable growth will be maintained. We can not hesitate to say that the development prospect of the electric power survey and design industry is very good. In the past year, the LN Electric Power Survey and Design Institute has always been oriented by the market, closely surrounding the goal of building the core competitiveness of the enterprise, making the enterprise stronger and bigger on the basis of maintaining its own market share, and has now become the backbone of the industry.
As an important part of the project human resource management, project personnel training is the source of a project team to acquire new knowledge. It is an important way for the project team to win the competitive advantage of the industry. The training of the project personnel has become an important part of the human resource management in modern projects. In depth analysis of the status of the project personnel training of the LN Electric Power Survey and Design Institute, the author thinks that, in order to meet the requirements of the current domestic and foreign market in the development of the electric power industry, the LN Electric Power Survey and Design Institute urgently needs to establish a highly efficient training system for the project staff and train the talents that meet the needs of the project.
Based on the above background, this paper, based on the basic theory of employee training, studies and analyzes the problems existing in the training of the staff of the electric power survey and design enterprises, using the theory of learning organization, the theory of Maslow's needs, the analysis and evaluation of the training needs of the staff, the construction of training resources and so on. The method, in-depth investigation and research in LN Electric Power Survey and Design Institute, and finally found the existing problems of staff training in the project of LN electric survey and Design Institute, and on this basis completed the optimization design of the staff training of the LN Electric Power Survey and Design Institute, which laid the foundation for solving the current project staff training problems of the LN Electric Power Survey and Design Institute. It also provides some reference for staff training work under the background of similar state-owned enterprises.
This article is divided into the following parts:
The first part of the introduction: including the background of topic selection, research significance, research ideas, methods and structural framework. The second part of the main text: mainly from four aspects, first of all about the relevant concepts and basic theory of the literature review, mainly including the study of Electric Power Survey and design enterprise project staff training, the main theoretical points of this study. This paper analyzes the theory of tool learning organization and the theory of demand level, and then analyzes the human resource management, the status of project management and the main problems of the power survey and design enterprise, and focuses on the analysis of the types of organization structure, the training features of the project personnel, the training needs of the project personnel, and the second to the project personnel of the LN Electric Power Survey and Design Institute. The status and problems of the training are analyzed, which focuses on the existing problems of the project personnel training of the LN Electric Power Survey and Design Institute and the analysis of the training requirements, and provides a realistic basis for the whole paper. Finally, the project personnel of the LN Electric Power Survey and Design Institute are put forward from the aspects of training system design, training resources construction, training implementation and evaluation. Training plan design, and points out the problems that should be paid attention to. The conclusion part summarizes and summarizes the whole paper.
The main conclusions of the full text are as follows:
(1) the analysis of the training needs of the project personnel should include the contents of three levels of organization, work and individual. At the same time, it should include four main points: strategic planning, performance evaluation, career planning and job competency requirements.
(2) the main problems of the project personnel training of the LN Electric Power Survey and Design Institute include: the construction and management system of the project personnel training resources is not sound; the effective selection mechanism of the training objects is lacking; the evaluation of the training effect of the project personnel is not systematic; and the professional training management personnel are lacking.
(3) the five level training system for project personnel training and design should include the training of project executors, single project management training, multi project management training, construction of enterprise project management operation mode, and construction and optimization of enterprise project management system.
(4) it is clear that it is necessary to ensure the effective operation of the training of the staff of the LN Electric Power Survey and Design Institute. It must be combined with the development strategy of the enterprise and the strategy of human resources closely. There must be a sound training organization (matrix organization structure). In order to achieve good training effect, it is necessary for all members to participate; and it is clear that the LN Electric Power Survey needs to be established. The design institute's own internal lecturer appointment system strengthens the training and selection of the internal training teachers of the LN electric survey and Design Institute, and makes the internal training of the LN electric survey and design institute the main training and the external Committee training as a supplement. It is clear that the training needs analysis and evaluation should be combined with the project goals and the staff's career development planning.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F426.61;F272.92
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本文編號：2147645
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