發(fā)布時(shí)間：2018-05-06 07:14

  本文選題：中基層管理人員 + 培訓(xùn)��； 參考：《河南大學(xué)》2014年碩士論文

【摘要】：中基層管理人員作為企業(yè)的核心人力資源，主導(dǎo)著企業(yè)的經(jīng)營管理活動(dòng)，是企業(yè)創(chuàng)造價(jià)值和效益的主導(dǎo)因素，也是企業(yè)的核心競爭力。因此，如何培訓(xùn)和開發(fā)企業(yè)的中基層管理人員，提高其管理水平和能力，成為現(xiàn)代企業(yè)人力資源管理中必須要首先考慮的問題。 在2008年全球金融危機(jī)的影響下，飾品行業(yè)逐步走向了低潮期，生產(chǎn)成本、人力成本、客戶對產(chǎn)品質(zhì)量的要求不斷上升，不少企業(yè)經(jīng)營狀況惡化。同時(shí)，由于行業(yè)的發(fā)展和市場需要，迫切需要引進(jìn)新的生產(chǎn)技術(shù)和工藝。因此，如何采取有效的培訓(xùn)策略和方法，提升中基層管理人員整體能力和素質(zhì)，為XH公司贏得市場競爭優(yōu)勢以及可持續(xù)發(fā)展已成為XH公司高度關(guān)注的問題。 本文以XH公司中基層管理人員為研究對象，通過對XH公司中基層管理人員培訓(xùn)現(xiàn)狀的總結(jié)分析，指出了其現(xiàn)階段存在的主要問題，并且針對這些問題，制定出合理的、持續(xù)有效的中基層管理人員培訓(xùn)解決方案，，探索出一套適合XH公司目前與未來可持續(xù)發(fā)展的中基層管理人員培訓(xùn)體系。 本文首先介紹了XH公司的基本情況，對該公司中基層管理人員的年齡、學(xué)歷構(gòu)成兩個(gè)維度進(jìn)行分析，并概況了XH公司中基層管理人員培訓(xùn)的現(xiàn)狀，科學(xué)、詳細(xì)的分析了目前XH公司中基層管理人員培訓(xùn)所存在的導(dǎo)致培訓(xùn)效果不佳的問題，如培訓(xùn)需求分析不足、師資匱乏、培訓(xùn)方式單一、培訓(xùn)評估缺乏以及培訓(xùn)成果轉(zhuǎn)化差等。針對以上問題，根據(jù)XH公司中基層管理人員培訓(xùn)體系的設(shè)計(jì)思路和原則，結(jié)合XH公司發(fā)展戰(zhàn)略，運(yùn)用現(xiàn)代管理理論與員工培訓(xùn)的相關(guān)理論，從培訓(xùn)需求分析、培訓(xùn)計(jì)劃制定、培訓(xùn)計(jì)劃實(shí)施、培訓(xùn)效果評估等四個(gè)維度構(gòu)建了一套針對XH公司中基層管理人員的培訓(xùn)體系：運(yùn)用面談法、問卷調(diào)查從組織層次、任務(wù)層次、個(gè)人層次進(jìn)行培訓(xùn)需求分析，根據(jù)分析結(jié)果，對XH公司中基層管理人員的培訓(xùn)計(jì)劃進(jìn)行制定，包括培訓(xùn)目標(biāo)、培訓(xùn)課程、培訓(xùn)時(shí)間及頻次、培訓(xùn)方法以及培訓(xùn)費(fèi)用預(yù)算等方面，在培訓(xùn)實(shí)施完成后，利用柯氏模型從反應(yīng)層、學(xué)習(xí)層、行為層、結(jié)果層等四個(gè)層次對XH公司中基層管理人員的培訓(xùn)效果進(jìn)行評估。通過構(gòu)建科學(xué)、完善的培訓(xùn)體系，充分發(fā)揮中基層管理人員培訓(xùn)對企業(yè)人力資源管理和企業(yè)發(fā)展的積極促進(jìn)作用。最后，為了確保XH公司中基層管理人員培訓(xùn)體系的順利實(shí)施，從組織保障、制度保障、培訓(xùn)資源保障、公司內(nèi)部環(huán)境保障等四個(gè)方面提出了培訓(xùn)體系運(yùn)行的保障措施。 對XH公司的中基層管理人員培訓(xùn)進(jìn)行調(diào)查研究，結(jié)合國內(nèi)外先進(jìn)理論對中基層管理人員培訓(xùn)進(jìn)行總結(jié)分析，形成科學(xué)的培訓(xùn)體系，在XH公司成立以來尚屬首次，對于促進(jìn)公司的戰(zhàn)略實(shí)現(xiàn)和可持續(xù)發(fā)展具有重要的作用。同時(shí)，由于XH公司在行業(yè)中具有一定的地位，也比較具有典型性和代表性，其發(fā)展歷程和同行業(yè)其他企業(yè)的發(fā)展具有很多相似性，因此，本文的研究對于國內(nèi)其他飾品制造企業(yè)中基層管理人員培訓(xùn)體系的建立和完善具有積極的指導(dǎo)、借鑒和實(shí)際應(yīng)用價(jià)值。
[Abstract]:As the core human resources of the enterprise, grass-roots managers dominate the business management activities, are the leading factors of the enterprise to create value and benefit, and also the core competitiveness of the enterprises. Therefore, how to train and develop the medium and grass-roots managers of enterprises and improve their management level and ability to become modern enterprise human resources management. The problem that must be considered first.
Under the influence of the global financial crisis in 2008, the ornament industry has gradually moved to the low tide period, the cost of production, the cost of manpower, the demand for the quality of the product, and the deterioration of many enterprises' operating conditions. At the same time, the new production technology and technology are urgently needed because of the development of the industry and the needs of the market. Training strategies and methods to improve the overall ability and quality of the grass-roots management personnel, to win the market competitive advantage and sustainable development for XH company has become a high concern for the XH company.
In this paper, the basic level management personnel in XH company as the research object, through the summary and analysis of the training status of the grass-roots managers in XH company, pointed out the main problems at the present stage, and aimed at these problems, set up a reasonable, sustainable and effective training solution for the grass-roots managers, and explored a set of suitable for the XH company at present. And the training system of future middle and primary level managers.
This article first introduces the basic situation of XH company, analyzes the age of the grass-roots managers in the company and the two dimensions of the educational background, and gives a general survey of the training status of the grass-roots management personnel in XH company, and analyzes the problems that the training results in the training of the grass-roots management personnel in XH company are not good, such as the problems that lead to the poor training effect. In view of the above problems, according to the design ideas and principles of the training system for the grass-roots managers in XH company, according to the design ideas and principles of the training system for the grass-roots managers in the company, and the related theories of modern management theory and employee training, the training needs are divided into the training needs. Analysis of the training plan, training plan implementation, training effect evaluation and other four dimensions to build a set of training system for grass-roots managers in XH company: using the interview method, questionnaire survey from the organizational level, task level, individual level training needs analysis, root according to the analysis results, the training of grass-roots managers in XH company training. The plan is made, including training objectives, training courses, training time and frequency, training methods and training cost budget. After the completion of the training, the KOLs model is used to evaluate the training effect of the base layer managers in XH company from the reaction layer, the learning layer, the behavior layer, the result layer and so on. Through the construction of science, In order to ensure the smooth implementation of the training system for the grass-roots managers in XH company, four aspects are put forward in order to ensure the smooth implementation of the training system for the grass-roots managers in the company, from the organizational guarantee, the system guarantee, the training resources protection and the internal environment guarantee in the company. The guarantee measures for the operation of the training system.
It is the first time since the founding of XH company that it is the first time to form a scientific training system for the middle and grass-roots management personnel training of XH company, combining with advanced theories at home and abroad to form a scientific training system. It also plays an important role in promoting the strategic realization and sustainable development of the company. At the same time, because of XH company, The industry has a certain position, is also typical and representative, its development course and the development of other enterprises in the same industry have many similarities. Therefore, the research of this paper has positive guidance, reference and practical application value for the establishment and improvement of the training system for the grass-roots managers in other domestic accessories manufacturing enterprises.

【學(xué)位授予單位】：河南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F426.8;F272.92

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