本文關鍵詞： 基層主管 培訓 評估體系　出處：《吉林大學》2014年碩士論文　論文類型：學位論文

【摘要】：隨著全球競爭的日益激烈，人力成本急劇上升，人力資本的價值在企業(yè)中顯得尤為重要，培訓作為企業(yè)人力資本的重要投資活動，被企業(yè)管理者所重視，并成為促進企業(yè)創(chuàng)新及發(fā)展的重要手段，因此，越來越多的企業(yè)將員工培訓上升到公司戰(zhàn)略高度來審視。培訓是改變員工知識、態(tài)度及技能的關鍵手段，而培訓效果評估作為員工培訓的重要組成部份，其效果不僅僅是簡單的學習層面的效果評估，而更應該是學習效果轉化，員工工作績效提升的重要體現(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企業(yè)的戰(zhàn)略發(fā)展發(fā)揮著至關重要的作用，因此針對基層主管的培訓效果評估顯得尤為重要�；鶎又鞴芘嘤栐u估的深入研究,將為集團此類培訓的實施提供理論支撐，同時為培訓效果的落實提供專業(yè)指導。 本文在深入研究培訓相關理論以及培訓評估體系的基礎上，立足于企業(yè)基層主管的特性，從培訓需求分析、培訓設計、培訓實施、現(xiàn)場實踐、培訓效果追蹤五個階段著眼，結合以過程評估為導向的CIPP評估模型及以結果為導向的柯氏評估模型，針對F集團基層主管培訓評估體系進行優(yōu)化。首先，從培訓組織建設、培訓方式開展、培訓實施流程及培訓效果評估等四個方面闡述了F集團基層主管培訓及培訓評估現(xiàn)狀；其次，有針對性地提出基層主管培訓評估體系中存在著評估層級低、評估方式缺乏課程針對性、缺乏對過程的評估、缺乏有效數(shù)據(jù)庫的建立及運用等關鍵問題；并分析得出主要原因是未建立完善的評估流程、有效評估工具缺乏、培訓工作者對評估的認識不夠及高層重視不夠等方面；然后，在深入分析國內外常用培訓評估模型理論基礎上，設計了一套基層主管培訓評估體系優(yōu)化方案，主要體現(xiàn)在柯克帕特里克層級評估模型與CIPP過程評估模型相結合運用、強化行為層及結果層的評估、針對基層主管的特性采用多樣化的評估工具及方式等三個方面；最后，構建了從培訓需求分析評估、培訓設計評估、培訓實施過程評估、現(xiàn)場實踐評鑒到效果追蹤評估五階段的F集團基層主管培訓評估體系，并將評估體系應用于具體的培訓活動中。 基層主管培訓評估體系的建立，豐富了培訓評估理論知識，也解決了基層主管培訓實際操作過程中存在的問題，因此在理論研究及實際操作上都具有積極的意義。而且，基層主管培訓評估體系的有效建立對集團其他員工的培訓也有很好的指導意義。同時，F(xiàn)集團在中國制造業(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.
【學位授予單位】：吉林大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.6

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