【摘要】：企業(yè)的一次培訓(xùn)常常用一個(gè)項(xiàng)目來操作；成功的關(guān)鍵除了要有完整的項(xiàng)目管理流程，更重要的是培訓(xùn)師的選擇與培養(yǎng)。然而，我國(guó)咨詢行業(yè)的發(fā)展卻面臨著諸如咨詢企業(yè)魚龍混雜、缺乏高素質(zhì)咨詢?nèi)瞬诺膯栴}，作為咨詢公司核心資源的培訓(xùn)師的選用方法和標(biāo)準(zhǔn)將是解決問題的關(guān)鍵，這就要涉及到項(xiàng)目人力資源管理范疇，近些年，企業(yè)培訓(xùn)在國(guó)內(nèi)發(fā)展的非常迅速,其中，培訓(xùn)講師的授課水平對(duì)于培訓(xùn)的效果影響是顯而易見的,培訓(xùn)講師的勝任能力決定了影響了這種培訓(xùn)的效果,講師水平的參差不齊,可能使得培訓(xùn)機(jī)構(gòu)和培訓(xùn)客戶浪費(fèi)大量的時(shí)間和金錢成本,卻不能獲得良好的績(jī)效和培訓(xùn)效果。本研究旨在創(chuàng)建R公司汽車人才培訓(xùn)項(xiàng)目中的培訓(xùn)師勝任力模型,希望通過研究結(jié)果,為R公司汽車技術(shù)培訓(xùn)師的招聘、培訓(xùn)、績(jī)效考核和薪酬激勵(lì)方面提供一些參考依據(jù)。 本文結(jié)合了人力資源最新理論中的勝任力理論對(duì)R公司汽車技術(shù)人才培訓(xùn)項(xiàng)目中的培訓(xùn)師勝任力模型進(jìn)行研究，運(yùn)用文獻(xiàn)研究、訪談研究、問卷研究三種方法，采用頻次分析和SPSS統(tǒng)計(jì)分析兩種工具，從而得出了R公司汽車技術(shù)人才培訓(xùn)項(xiàng)目中的培訓(xùn)師勝任力模型，并得出以下主要結(jié)論： （1）得出了R公司汽車技術(shù)人才培訓(xùn)項(xiàng)目中的培訓(xùn)師勝任力模型，并驗(yàn)證了它的多維度特征。 （2）在勝任力維度中，人際溝通能力、自我效能、安全意識(shí)、工作動(dòng)機(jī)、創(chuàng)新對(duì)于任務(wù)績(jī)效有顯著的正向促進(jìn)作用，，是任務(wù)績(jī)效重要的預(yù)測(cè)變量。人際溝通能力、工作動(dòng)機(jī)、創(chuàng)新、自我效能對(duì)于周邊績(jī)效有顯著的正向促進(jìn)作用，是周邊績(jī)效重要的預(yù)測(cè)變量。 （3）通過相關(guān)分析和回歸分析研究我們可以發(fā)現(xiàn)，人際溝通能力在同任務(wù)績(jī)效和周邊績(jī)效的標(biāo)準(zhǔn)回歸方程β系數(shù)都是最大，這說明人際溝通能力是R公司汽車技術(shù)人才培訓(xùn)項(xiàng)目中的培訓(xùn)師所需具備的首要能力。 （4）在對(duì)問卷樣本的分析過程中，本文還總結(jié)出了R公司汽車技術(shù)人才培訓(xùn)項(xiàng)目中的培訓(xùn)師的一些從業(yè)特征：男性占比較高；偏年輕化；較高學(xué)歷；知名院校畢業(yè)。 文章提出的汽車技術(shù)人才培訓(xùn)項(xiàng)目中的培訓(xùn)師勝任力模型可以供其他汽車企業(yè)技術(shù)人才培訓(xùn)項(xiàng)目的管理者借鑒。
[Abstract]:The key to success is not only a complete project management process, but also the choice and training of trainers. However, the development of consulting industry in our country is faced with such problems as the mixed situation of consulting enterprises and the lack of high-quality consulting personnel. The selection methods and standards of trainers, which are the core resources of consulting companies, will be the key to solve the problems. This involves the scope of project human resources management. In recent years, enterprise training has developed very rapidly in China. Among them, the teaching level of trainers is obvious to the effect of training. The competence of the training instructor affects the effect of this kind of training. The uneven level of the instructor may waste a lot of time and money on the training institutions and training clients, but can not achieve good performance and training effect. The purpose of this study is to establish the model of the trainers' winning competence in R Company's auto talents training project, and hope to provide some references for the recruitment, training, performance appraisal and salary incentive of R Company's automobile technical trainers through the results of the research. Based on the competency theory in the latest theory of human resources, this paper studies the competency model of trainers in R Company's automobile technical talents training project, using three methods: literature research, interview research and questionnaire research. By means of frequency analysis and SPSS statistical analysis, the competency model of trainers in R Company's auto technical talents training project is obtained. The main conclusions are as follows: (1) the model of trainers' winning competency in R Company's auto technical talents training project is obtained, and its multi-dimensional characteristics are verified. (2) in competency dimension, interpersonal communication ability, self-efficacy, safety consciousness, job motivation and innovation have significant positive effects on task performance, which are important predictors of task performance. Interpersonal communication ability, job motivation, innovation and self-efficacy have significant positive effects on peripheral performance and are important predictors of peripheral performance. (3) through correlation analysis and regression analysis, we can find that interpersonal communication ability is the largest factor of standard regression equation 尾 in the same task performance and peripheral performance. This indicates that interpersonal communication ability is the primary ability required by the trainers in R Company's auto technical personnel training program. (4) in the process of analyzing the questionnaire sample, this paper also summarizes some professional characteristics of trainers in R Company's automobile technical talents training project: male account for relatively high; younger; higher academic background; graduates from well-known colleges and universities. The model proposed in this paper can be used for reference by the managers of other automobile enterprises' technical talents training projects, which can be used for reference by the managers of other automobile enterprises' technical talents training projects.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F282

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