本文關(guān)鍵詞： 企業(yè)員工 培訓(xùn) 方案設(shè)計　出處：《吉林大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：在中國這樣人口眾多的發(fā)展中國家，中小企業(yè)的獨特作用是不可忽視的。它不但促進了我國經(jīng)濟的建設(shè)并且已為社會所認同。在促進就業(yè)、活躍市場、推陳出新、增收富民、促進社會和諧等多方面做出了重要貢獻。在具有中國特色的市場經(jīng)濟中，中小企業(yè)占有重要一席之地。井上華翔公司就是這眾多中小企業(yè)中的一員。并且抓住了黨中央政府的各項加快經(jīng)濟發(fā)展政策及國際市場日益激烈的競爭機遇，從一個不知名的小作坊發(fā)展壯大起來。隨著經(jīng)濟發(fā)展開放層度的加深，及國際金融的進入，井上華翔公司現(xiàn)在已經(jīng)意識到，要想立住腳跟就必須擁有自己的核心競爭力。而這一切與人力資源管理的關(guān)系極為密切。但是在人才的競爭上，井上華翔作為中小企業(yè)較大型國有企業(yè)外資企業(yè)而言始終出于劣勢地位。而培訓(xùn)正是解決這一瓶頸問題的關(guān)鍵手段。 井上華翔公司已經(jīng)意識到培訓(xùn)的重要性但是苦于培訓(xùn)體系不健全、培訓(xùn)資源有限又得不到戰(zhàn)略上的支持。從目前來看，培訓(xùn)關(guān)系井上華翔員工的整體素質(zhì)；從長遠來看，培訓(xùn)是井上華翔公司貯備后備人才的一個重要手段，深深的影響著企業(yè)未來的發(fā)展方向與趨勢。因此，本文從井上華翔公司的公司及人力資源概況入手，客觀看待公司現(xiàn)在所處的環(huán)境。然后，開始進入對井上華翔公司培訓(xùn)的深入分析。首先是對培訓(xùn)現(xiàn)狀的一個掌握，從中我們發(fā)現(xiàn)很多問題。培訓(xùn)的不系統(tǒng)性、與公司發(fā)展戰(zhàn)略部匹配、培訓(xùn)課程更新慢、方式單一、無有效的評估體系。通過分析我們發(fā)現(xiàn)導(dǎo)致這些問題產(chǎn)生的原因是多方面的：公司從上到下對培訓(xùn)的忽視、不切實際的需求分析、培訓(xùn)觀念落后、培訓(xùn)資源欠缺等等。在找到其問題及產(chǎn)生的原因后對癥下藥�；诰先A翔公司的自有特點，及與相關(guān)員工進行面對面交流取得直接或間接的培訓(xùn)需求信息，并將有效進行整合后將培訓(xùn)鎖定為高層培訓(xùn)、中層培訓(xùn)、基層培訓(xùn)、新員工培訓(xùn)四個層級，，分別對各層級進行培訓(xùn)需求分析，從課程設(shè)計、培訓(xùn)方法選擇等多方面入手，為井上華翔公司量身定制出一套員工培訓(xùn)方案。 方案確定后，更需要有效的執(zhí)行機制。只有在有效的監(jiān)督保障機制下，才能發(fā)揮其價值。因此，為了井上華翔公司能夠有效的運行培訓(xùn)方案，同時設(shè)計了培訓(xùn)實施保障措施。其中包括組織上的保障、資源上的保障及制度上的保障。在組織保障中對評估體系做了著重的分析，根據(jù)D.L.柯克帕特里的“四階層評估模型”，將培訓(xùn)評估分為反應(yīng)層、學(xué)習(xí)層、行為層、效果層四個部分。井上華翔的核心競爭力必須從人力資源上開始構(gòu)建。希望這套培訓(xùn)方案的設(shè)計能夠幫助井上華翔公司的培訓(xùn)工作走向正規(guī)，并得以長足發(fā)展。實施中的困難必將存在，但是只有遇到困難、克服困難的過程才能發(fā)現(xiàn)問題，從而成長自己、強大自己。
[Abstract]:In such a populous developing country, the unique role of small and medium-sized enterprises can not be ignored. It not only promotes the economic construction of our country and has been recognized by the society, but also promotes employment and activates the market. In the market economy with Chinese characteristics, we have made important contributions in many aspects, such as introducing the old and bringing forth new ideas, increasing income and enriching the people, promoting social harmony, and so on. Small and medium-sized enterprises play an important role. Inoue Huaxiang Company is one of the many small and medium-sized enterprises, and seize the party central government's policies to accelerate economic development and the increasingly fierce international market competition opportunities. Developed from an unknown small workshop. With the deepening of economic development, opening up, and the entry of international finance, Inoue Huaxiang is now aware of it. If you want to get a foothold, you must have your own core competence. And all this is closely related to human resource management. But in the competition for talent. As a large state-owned enterprise in small and medium-sized enterprises, Mr. Inoue has always been in a disadvantaged position, and training is the key means to solve this bottleneck problem. Inoue Huaxiang Company has realized the importance of training, but suffers from the imperfect training system, limited training resources and no strategic support. In the long run, training is an important means to reserve reserve talents in Inoue Huaxiang Company, which deeply affects the future development direction and trend of the enterprise. This article starts with the general situation of company and human resources of Inoue Huaxiang Company, and looks at the environment of the company objectively. Then. The first is to grasp the current situation of training, from which we find a lot of problems. The training is not systematic, matching with the development strategy department of the company. Through the analysis we find that the causes of these problems are many: the company from top to bottom neglect of training, unrealistic needs analysis. Backward concept of training, lack of training resources and so on. After finding its problems and the causes of the right remedy. Based on the own characteristics of Inoue Huaxiang Company. And related staff face-to-face communication to obtain direct or indirect training needs information, and effective integration of training will be locked into high-level training, middle-level training, grass-roots training, new employee training four levels. The training needs of each level are analyzed, and a set of staff training program is customized for Inoue Huaxiang Company from the aspects of course design and training method selection. After the program is determined, more need for effective implementation mechanism. Only in the effective supervision and security mechanism, can play its value. Therefore, in order to be able to effectively run the training program. At the same time, designed the training implementation safeguards, including organizational security, resources security and institutional security. In the organizational security of the evaluation system has been focused on the analysis. According to D. L. Kirkpatry's "four-class evaluation model", the training evaluation is divided into response layer, learning layer and behavior level. Four parts of the effect layer. The core competitiveness of Huaxiang Inoue must be built from the human resources. I hope the design of this training program can help the training work of Huaxiang Inoue to be formal. The difficulties in implementation are bound to exist, but only in the process of meeting difficulties and overcoming difficulties can the problems be discovered, and then we can grow and strengthen ourselves.
【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】：2014
【分類號】：F426.47;F272.92

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