本文選題：前瞻性 + 需要分析　； 參考：《上海外國語大學(xué)》2005年碩士論文

【摘要】： 本文研究的課題是企業(yè)培訓(xùn)的前瞻性需要分析。 績效技術(shù)在現(xiàn)代企業(yè)管理,特別是人力資源管理中發(fā)揮著日益重要的作用。目前大多擺脫了盲目培訓(xùn)的企業(yè)往往通過科學(xué)的績效分析,找出企業(yè)現(xiàn)存的績效差距,從而有針對性地采取合適的干預(yù)手段,比如培訓(xùn)。這也是當(dāng)前的企業(yè)培訓(xùn)需要分析操作中比較普遍的做法。但如果從更長遠的角度,以一種動態(tài)和變化的觀點來看,這未必是最優(yōu)的選擇。因為若要等績效問題或差距表現(xiàn)出來之后再對其加以分析以確定是否采取培訓(xùn)以及選擇何種培訓(xùn)的話,往往為時過晚。正如病人在已經(jīng)有了明顯的癥狀之后方求醫(yī)問藥加以癥治,很可能面臨無可救藥的尷尬境地。無論如何,這樣的操作思路和流程必然造成問題解決時間上的滯后性。這對于時間就是金錢、速度就是效益的現(xiàn)代企業(yè)來說無疑是一個不利因素。因此,要避免“后”,就要力求“前”,于是“前瞻”之理念便浮出水面。所謂前瞻,即以未雨綢繆的眼光來對企業(yè)培訓(xùn)需要進行先期的分析和探究。在問題發(fā)生和差距顯現(xiàn)之前就對其加以預(yù)測和探尋,超前地找出可能的培訓(xùn)需要,從而積極主動地防患于未然,為企業(yè)的健康成長打下堅實的基礎(chǔ)。 本文綜合應(yīng)用和借鑒了人類績效技術(shù)、教學(xué)系統(tǒng)設(shè)計、企業(yè)人力資源管理等各種相關(guān)理論和方法作為思考的指導(dǎo)原則,對培訓(xùn)需要分析進行了突破陳規(guī)的拓展性研究和探討。運用系統(tǒng)的、變化的、聯(lián)系的觀點來統(tǒng)攬整體、把握大局,力求以前瞻的眼光和超前的意識,從社會發(fā)展趨勢、企業(yè)戰(zhàn)略遠景、員工個人規(guī)劃等多個角度找出不同層面的潛在的培訓(xùn)需要,盡可能避免出現(xiàn)了實際的績效問題才去審視培訓(xùn)需要,以做好企業(yè)組織的防病保健工作。目的在于完善企業(yè)培訓(xùn)原有的需要分析體系,促進培訓(xùn)更為有效地實施,進而對企業(yè)組織的戰(zhàn)略發(fā)展和成長起到良好的輔助作用。
[Abstract]:The subject of this paper is the prospective analysis of enterprise training. Performance technology plays an increasingly important role in modern enterprise management, especially human resource management. At present, most enterprises that get rid of blind training often find out the existing performance gap through scientific performance analysis, and then take appropriate intervention measures, such as training. This is also the current enterprise training needs to analyze the operation of a more common practice. But in the longer term, from a dynamic and changing point of view, this is not necessarily the best option. Because it is often too late to wait for performance problems or gaps to be analysed to determine whether or not to take training and what kind of training to choose. Just as patients have obvious symptoms before seeking medication for treatment, they are likely to face an incurable embarrassment. In any case, such operational ideas and processes will inevitably lead to a lag in problem solving time. This for time is money, speed is a benefit of the modern enterprise is undoubtedly a disadvantage. Therefore, to avoid the "after", we must strive for the "front", and then the concept of "vision" surfaced. The so-called foresight is to analyze and explore the training needs of enterprises in advance. This paper predicts and explores the problems before they occur and the gap appears, and finds out the possible training needs ahead of time, so as to proactively prevent the problems in the early stages and lay a solid foundation for the healthy growth of the enterprises. This paper synthetically applies and draws lessons from human performance technology, teaching system design, enterprise human resource management and other related theories and methods as the guiding principle of thinking, and carries on the development research and the discussion to the training needs analysis to break through the stereotype. Using systematic, changing and related viewpoints to take over the whole, grasp the overall situation, strive to take forward vision and advance consciousness, from the trend of social development, from the strategic perspective of the enterprise, The employees' individual planning and other perspectives can find out the potential training needs at different levels and avoid the actual performance problems before examining the training needs in order to do a good job of disease prevention and health care in enterprises. The purpose is to perfect the original needs analysis system of enterprise training, to promote the training to be carried out more effectively, and to play a good auxiliary role in the strategic development and growth of enterprise organization.
【學(xué)位授予單位】：上海外國語大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2005
【分類號】：G726

【相似文獻】

相關(guān)期刊論文 前10條

1 李尹;;做好前瞻性的輿情發(fā)展趨勢預(yù)測[J];w，

本文編號：1774470