本文選題：勝任力模型 + 員工培訓(xùn)��； 參考：《蘭州大學(xué)》2015年碩士論文

【摘要】：近年來(lái),隨著國(guó)家電網(wǎng)改革的不斷深入,供電企業(yè)的運(yùn)營(yíng)方式也發(fā)生了深刻的變化。加上特高壓技術(shù)的快速發(fā)展以及電網(wǎng)建設(shè)的不斷擴(kuò)大,對(duì)供電企業(yè)人力資源管理提出了更高的要求。作為國(guó)家電網(wǎng)甘肅省的一家分公司,武威供電公司不斷增加對(duì)員工培訓(xùn)的投入力度,以滿足自身運(yùn)營(yíng)和發(fā)展的需求。然而由于存在的一些問(wèn)題,嚴(yán)重影響了培訓(xùn)效果,同時(shí)浪費(fèi)了企業(yè)原本就有限的培訓(xùn)資源和培訓(xùn)資金。本文以勝任力模型為理論基礎(chǔ),通過(guò)對(duì)武威供電公司員工培訓(xùn)現(xiàn)狀的介紹,分析其中存在的問(wèn)題以及導(dǎo)致問(wèn)題的原因,并以此為基礎(chǔ)通過(guò)構(gòu)建基于勝任力模型的員工培訓(xùn)模式改進(jìn)該公司的員工培訓(xùn)。同時(shí)提出了相關(guān)的保障措施以確�；趧偃瘟δＰ偷膯T工培訓(xùn)順利進(jìn)行。為了保證勝任力模型構(gòu)建的合理性,在確定和選擇勝任力指標(biāo)時(shí),將該公司崗位分為了兩大部分：生產(chǎn)類崗位和營(yíng)銷服務(wù)類崗位。根據(jù)兩類崗位自身的特點(diǎn),最終確定了相關(guān)指標(biāo)。同時(shí),在評(píng)估基于勝任力模型的員工培訓(xùn)效果時(shí),設(shè)計(jì)了多種評(píng)估形式,根據(jù)每位受訓(xùn)者最終的綜合評(píng)估成績(jī),實(shí)施相應(yīng)的后續(xù)措施,以實(shí)現(xiàn)培訓(xùn)效率的最大化。研究不僅對(duì)武威供電公司,對(duì)行業(yè)其它企業(yè)的員工培訓(xùn)同樣能夠產(chǎn)生積極的促進(jìn)作用。
[Abstract]:In recent years, with the deepening of the reform of the State Grid, the operation mode of power supply enterprises has also undergone profound changes. With the rapid development of UHV technology and the continuous expansion of power grid construction, higher requirements are put forward for human resource management of power supply enterprises. As a branch of State Grid Gansu Province, Wuwei Power supply Company has been increasing its investment in staff training to meet the needs of its own operation and development. However, due to some problems, the training effect is seriously affected, and the limited training resources and funds are wasted at the same time. On the basis of competency model, this paper introduces the current situation of staff training in Wuwei Power supply Company, and analyzes the existing problems and the causes of the problems. On the basis of this, the employee training model based on competency model is constructed to improve the employee training of the company. At the same time, the related safeguard measures are put forward to ensure that the training of staff based on competency model is carried out smoothly. In order to ensure the reasonableness of the competency model, the position of the company is divided into two parts: the production position and the marketing service post when the competency index is determined and selected. According to the characteristics of the two types of posts themselves, the final determination of the relevant indicators. At the same time, when evaluating the effectiveness of employee training based on competency model, a variety of evaluation forms are designed. According to the final comprehensive evaluation results of each trainee, corresponding follow-up measures are implemented to maximize the training efficiency. The research can not only promote the staff training of Wuwei Power supply Company, but also other enterprises.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.61

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本文編號(hào)：2044517