本文關(guān)鍵詞： 基層主管 培訓(xùn) 評(píng)估體系　出處：《吉林大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著全球競(jìng)爭(zhēng)的日益激烈，人力成本急劇上升，人力資本的價(jià)值在企業(yè)中顯得尤為重要，培訓(xùn)作為企業(yè)人力資本的重要投資活動(dòng)，被企業(yè)管理者所重視，并成為促進(jìn)企業(yè)創(chuàng)新及發(fā)展的重要手段，因此，越來越多的企業(yè)將員工培訓(xùn)上升到公司戰(zhàn)略高度來審視。培訓(xùn)是改變員工知識(shí)、態(tài)度及技能的關(guān)鍵手段，而培訓(xùn)效果評(píng)估作為員工培訓(xùn)的重要組成部份，其效果不僅僅是簡(jiǎn)單的學(xué)習(xí)層面的效果評(píng)估，而更應(yīng)該是學(xué)習(xí)效果轉(zhuǎn)化，員工工作績(jī)效提升的重要體現(xiàn)。 在企業(yè)中，基層主管作為基層員工的直接管理者，其管理技能及改善技能對(duì)企業(yè)的戰(zhàn)略發(fā)展發(fā)揮著至關(guān)重要的作用，因此針對(duì)基層主管的培訓(xùn)效果評(píng)估顯得尤為重要�；鶎又鞴芘嘤�(xùn)評(píng)估的深入研究,將為集團(tuán)此類培訓(xùn)的實(shí)施提供理論支撐，同時(shí)為培訓(xùn)效果的落實(shí)提供專業(yè)指導(dǎo)。 本文在深入研究培訓(xùn)相關(guān)理論以及培訓(xùn)評(píng)估體系的基礎(chǔ)上，立足于企業(yè)基層主管的特性，從培訓(xùn)需求分析、培訓(xùn)設(shè)計(jì)、培訓(xùn)實(shí)施、現(xiàn)場(chǎng)實(shí)踐、培訓(xùn)效果追蹤五個(gè)階段著眼，結(jié)合以過程評(píng)估為導(dǎo)向的CIPP評(píng)估模型及以結(jié)果為導(dǎo)向的柯氏評(píng)估模型，針對(duì)F集團(tuán)基層主管培訓(xùn)評(píng)估體系進(jìn)行優(yōu)化。首先，從培訓(xùn)組織建設(shè)、培訓(xùn)方式開展、培訓(xùn)實(shí)施流程及培訓(xùn)效果評(píng)估等四個(gè)方面闡述了F集團(tuán)基層主管培訓(xùn)及培訓(xùn)評(píng)估現(xiàn)狀；其次，有針對(duì)性地提出基層主管培訓(xùn)評(píng)估體系中存在著評(píng)估層級(jí)低、評(píng)估方式缺乏課程針對(duì)性、缺乏對(duì)過程的評(píng)估、缺乏有效數(shù)據(jù)庫(kù)的建立及運(yùn)用等關(guān)鍵問題；并分析得出主要原因是未建立完善的評(píng)估流程、有效評(píng)估工具缺乏、培訓(xùn)工作者對(duì)評(píng)估的認(rèn)識(shí)不夠及高層重視不夠等方面；然后，在深入分析國(guó)內(nèi)外常用培訓(xùn)評(píng)估模型理論基礎(chǔ)上，設(shè)計(jì)了一套基層主管培訓(xùn)評(píng)估體系優(yōu)化方案，主要體現(xiàn)在柯克帕特里克層級(jí)評(píng)估模型與CIPP過程評(píng)估模型相結(jié)合運(yùn)用、強(qiáng)化行為層及結(jié)果層的評(píng)估、針對(duì)基層主管的特性采用多樣化的評(píng)估工具及方式等三個(gè)方面；最后，構(gòu)建了從培訓(xùn)需求分析評(píng)估、培訓(xùn)設(shè)計(jì)評(píng)估、培訓(xùn)實(shí)施過程評(píng)估、現(xiàn)場(chǎng)實(shí)踐評(píng)鑒到效果追蹤評(píng)估五階段的F集團(tuán)基層主管培訓(xùn)評(píng)估體系，并將評(píng)估體系應(yīng)用于具體的培訓(xùn)活動(dòng)中。 基層主管培訓(xùn)評(píng)估體系的建立，豐富了培訓(xùn)評(píng)估理論知識(shí)，也解決了基層主管培訓(xùn)實(shí)際操作過程中存在的問題，因此在理論研究及實(shí)際操作上都具有積極的意義。而且，基層主管培訓(xùn)評(píng)估體系的有效建立對(duì)集團(tuán)其他員工的培訓(xùn)也有很好的指導(dǎo)意義。同時(shí)，F(xiàn)集團(tuán)在中國(guó)制造業(yè)中具有典型性，本研究也將為其他制造企業(yè)提供借鑒作用。
[Abstract]:With the increasingly fierce global competition and the sharp rise in human costs, the value of human capital is particularly important in enterprises. As an important investment activity of human capital, training has been attached great importance to by enterprise managers. And become an important means to promote the innovation and development of enterprises. Therefore, more and more enterprises raise employee training to corporate strategic height to examine. Training is the key means to change employees' knowledge, attitude and skills. As an important part of employee training, training effect evaluation is not only a simple evaluation of learning level, but also an important embodiment of learning effect transformation and staff performance improvement. In the enterprise, as the direct manager of the grass-roots employees, the management skills and improving skills play a vital role in the strategic development of the enterprise. Therefore, it is particularly important to evaluate the training effect of grass-roots supervisors. The in-depth study of training evaluation of grass-roots supervisors will provide theoretical support for the implementation of this kind of training, and provide professional guidance for the implementation of training results. Based on the research of training theory and training evaluation system, this paper focuses on five stages: training needs analysis, training design, training implementation, field practice and training effect tracking. Combined with the CIPP evaluation model based on process assessment and the Koch evaluation model based on results, this paper optimizes the training evaluation system for the grass-roots supervisors of F Group. Firstly, the training organization construction and training mode are carried out. Four aspects of training implementation process and training effect evaluation are described in this paper. Secondly, it is pointed out that there is a low evaluation level in the evaluation system of grass-roots supervisor training. The evaluation method is lack of curriculum pertinence, lack of evaluation of process, lack of establishment and application of effective database, and analysis shows that the main reason is that the evaluation process has not been established and the effective evaluation tools are lacking. Then, on the basis of in-depth analysis of the common training evaluation model theory at home and abroad, a set of optimization scheme of training evaluation system for grass-roots supervisors is designed. It is mainly reflected in three aspects: the combination of Kirkpatrick hierarchy evaluation model and CIPP process evaluation model, the enhancement of the evaluation of behavior layer and result layer, and the adoption of a variety of evaluation tools and methods according to the characteristics of grass-roots supervisors. This paper constructs a training evaluation system for F Group grass-roots supervisors, which includes training needs analysis and assessment, training design evaluation, training implementation process evaluation, field practice evaluation and effect tracking evaluation. The evaluation system is applied to specific training activities. The establishment of the training evaluation system at the grass-roots level enriches the theoretical knowledge of the training evaluation and solves the problems existing in the practical operation of the training of the grass-roots supervisors, so it has a positive significance in both theoretical research and practical operation. The effective establishment of the evaluation system of grass-roots supervisor training also has a good guiding significance for the training of other employees of the Group. At the same time, Group F is typical in China's manufacturing industry, and this study will also provide reference for other manufacturing enterprises.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.6

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