本文選題：企業(yè)文化 + 培訓方法�。� 參考：《吉林大學》2014年碩士論文

【摘要】：我國自從在80年代末實行改革開放政策以來，國民經濟得到長遠發(fā)展，如今已經邁進信息經濟時代,任何企業(yè)在激烈的市場競爭中知識和技術的實力所占的比例愈加重要�！�21世紀什么最重要？人才！”借用電影中的經典臺詞來形容當今社會企業(yè)的競爭一點都不為過，企業(yè)的競爭歸根到底就是人才的競爭，企業(yè)要想發(fā)展，壯大，戰(zhàn)勝其他競爭對手，增強自己的核心競爭力，從人才培養(yǎng)的層面上來說，就必須擁有一支掌握高精尖知識、技術的高素質團隊。團隊中各類優(yōu)秀人才就是企業(yè)最寶貴的財富，是企業(yè)日后征戰(zhàn)沙場最有力的武器。所以說，大多數企業(yè)都已經認識到，要想培養(yǎng)高素質的員工，提高企業(yè)員工的整體素質，就必須建立良好的員工培訓機制，員工培訓效果的好與壞，將直接影響到企業(yè)員工日后在工作中的表現(xiàn)，工作業(yè)績，人文素質，，進而影響整個企業(yè)的整體素質和核心競爭力。在這種機制之下，企業(yè)越來越明確人才在企業(yè)可持續(xù)發(fā)展戰(zhàn)略中的重要地位。為響應黨中央國務院關于構建和諧社會的要求，企業(yè)要逐漸轉型為成為學習型、創(chuàng)新型企業(yè)，所以就要求企業(yè)必須重視員工培訓體系的建設。建設完備的培訓體系，能夠提高企業(yè)員工培訓的質量，抓住了人的因素，也就抓住了企業(yè)團隊的因素，通過培訓使他們具備良好的專業(yè)素養(yǎng)和創(chuàng)新能力，在分秒必爭的企業(yè)市場競爭中快速反應，準確決斷，為企業(yè)贏得最大利潤。而我國一些中小企業(yè)在員工培訓的理論和實踐中卻存在著一系列問題，這些問題直接影響到員工培訓的效果，進而影響到企業(yè)的發(fā)展，需要我們重視起來。本文通過作者在旭剛電子有限公司工作的幾年中的所見所聞和親身參與，對旭剛電子公司在員工培訓環(huán)節(jié)中出現(xiàn)的問題進行了分析，并闡述此問題將會給企業(yè)帶來的影響，通過國內外優(yōu)秀企業(yè)在員工培訓方面的優(yōu)秀理念，分析總結，最后，提出了一些解決問題的對策和建議。
[Abstract]:Since the implementation of the policy of reform and opening to the outside world in the late 1980s, the national economy has developed in the long run, and now it has entered the era of information economy. The proportion of knowledge and technology in the fierce market competition of any enterprise is becoming more and more important. "what is the most important thing in the 21st century?" Talent! " It is impossible to use the classic lines of the film to describe the competition of today's social enterprises. In the final analysis, the competition of enterprises is, in the final analysis, the competition for talents. If enterprises want to develop, expand, defeat other competitors, and enhance their core competitiveness, From the level of talent training, we must have a high-quality team with high-quality knowledge and technology. All kinds of outstanding talents in the team are the most valuable wealth of the enterprise and the most powerful weapon for the enterprise to fight for battlefield in the future. Therefore, most enterprises have realized that in order to train high-quality employees and improve the overall quality of their employees, they must establish a good staff training mechanism, and the effectiveness of staff training is good or bad. It will directly affect the performance of the employees in the future, work performance, humanistic quality, and then affect the overall quality and core competitiveness of the whole enterprise. Under this kind of mechanism, the enterprise is more and more clear the important position of the talented person in the enterprise sustainable development strategy. In order to respond to the requirements of the CPC Central Committee and the State Council on building a harmonious society, enterprises should gradually transform into learning-type and innovation-oriented enterprises, so enterprises must attach importance to the construction of staff training system. The construction of a complete training system can improve the quality of the training of employees, grasp the human factor, also grasp the factors of the enterprise team, and make them have good professional accomplishment and innovative ability through the training. In the enterprise market competition, quick response, accurate decision, for the enterprise to win the maximum profit. However, some small and medium-sized enterprises in China have a series of problems in the theory and practice of employee training. These problems directly affect the effect of employee training, and then affect the development of enterprises, which need our attention. Through the author's experience and personal participation in several years of working in Xukang Electronics Co., Ltd, this paper analyzes the problems in the training of employees in Xugang Electronics Co., Ltd., and expounds the influence that this problem will bring to the enterprise. This paper analyzes and summarizes the excellent ideas of domestic and foreign excellent enterprises in staff training, and finally, puts forward some countermeasures and suggestions to solve the problems.
【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;F426.63

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