【摘要】：人是最可寶貴的,人力資源是企業(yè)第一資源。《第五項(xiàng)修煉》中明確提出現(xiàn)代企業(yè)的競爭最終的落腳點(diǎn)是人的競爭,是員工學(xué)習(xí)能力的競爭,對于中建五局這樣一個(gè)處于完全競爭性領(lǐng)域、曾經(jīng)陷入困境的新國企更是如此。論文首先通過系統(tǒng)的思考,在梳理以往成功經(jīng)驗(yàn)與不足的同時(shí),借鑒其他優(yōu)秀企業(yè)的培訓(xùn)經(jīng)驗(yàn)和先進(jìn)理論,提出具有五局特色的培訓(xùn)理念和具有可實(shí)現(xiàn)性和可操作性的培訓(xùn)體系優(yōu)化設(shè)計(jì)方案,進(jìn)而指導(dǎo)五局培訓(xùn)實(shí)踐。五局的培訓(xùn)體系優(yōu)化從理念層、支持層和流程層三個(gè)方面出發(fā)。在理念層總結(jié)了五局培訓(xùn)的“七二一規(guī)律”,明確指出員工的成長取決于在崗實(shí)踐、自我學(xué)習(xí)、脫崗培訓(xùn)三個(gè)方面的作用,不同的方面起到的作用大約是70%、20%、10%,并對不同方面的培訓(xùn)方式做出了明確的界定。同時(shí)根據(jù)中建五局的人力資源現(xiàn)狀及業(yè)務(wù)特點(diǎn)將培訓(xùn)路徑歸納為“三層四列”,即新員工培訓(xùn)、基層員工培訓(xùn)、核心員工培訓(xùn)三個(gè)層次和行政管理序列、項(xiàng)目經(jīng)理序列、專業(yè)技術(shù)系列、工勤技師系列四個(gè)序列。在支持層圍繞以課程為中心的講師隊(duì)伍建設(shè)、積分制的培訓(xùn)管理和E-Learning方式下培訓(xùn)工作進(jìn)行系統(tǒng)重構(gòu)。在流程層通過明確企業(yè)培訓(xùn)需求分析、計(jì)劃制定、培訓(xùn)實(shí)施和效果監(jiān)督反饋的薄弱環(huán)節(jié),針對性的提出具體的措施和方法。文章最后根據(jù)現(xiàn)實(shí)情況歸納了優(yōu)化方案在實(shí)施中的難點(diǎn)和障礙,并針對性的提出了解決辦法和保障措施。本文的研究成果已經(jīng)運(yùn)用于中建五局的員工培訓(xùn)實(shí)踐,培訓(xùn)“七二一規(guī)律”成為五局員工認(rèn)可的人才成長模式,根據(jù)其設(shè)計(jì)的在崗實(shí)踐、自我學(xué)習(xí)、脫崗培訓(xùn)的具體培訓(xùn)方式已經(jīng)在五局各個(gè)層面的培訓(xùn)中得到落實(shí)。以課程為中心的講師隊(duì)伍建設(shè)、積分制管理等方法和理念正在逐步展開和推廣。
[Abstract]:Human resources are the first resource of an enterprise. In the Fifth practice, it is clearly pointed out that the ultimate goal of the competition in modern enterprises is the competition of human beings and the competition of employees' learning ability. This is especially true of a new state-owned enterprise that was once in trouble in a completely competitive field. First of all, through systematic thinking, the thesis combs the past successful experiences and shortcomings, and draws lessons from the training experience and advanced theory of other excellent enterprises. This paper puts forward the training idea with five characteristics and the optimized design scheme of the training system with realizability and maneuverability, which can guide the training practice of the five innings. The training system is optimized from three aspects: idea layer, support layer and process layer. At the concept level, the "July 21 law" of the five-game training is summarized, and it is clearly pointed out that the growth of the employees depends on the three roles of on-the-job practice, self-study, and off-job training. The different aspects play a role of about 70% 201010. And has made the clear definition to the different aspect training way. At the same time, according to the current situation of human resources and business characteristics of China Construction five Bureau, the training path is classified as "three layers and four columns", that is, new employee training, grass-roots staff training, core staff training, administrative management sequence, project manager sequence, and so on. Professional technical series, workers and technicians series of four sequences. In the support layer, the system reconstruction of the training work is carried out around the curriculum centered instructor team construction, the training management based on the integral system and the training work under the E-Learning mode. At the process level, the weak links of enterprise training needs analysis, plan formulation, training implementation and effect monitoring feedback are clarified, and specific measures and methods are put forward. Finally, according to the actual situation, the paper summarizes the difficulties and obstacles in the implementation of the optimization scheme, and puts forward the solution and safeguard measures. The research results of this paper have been applied to the training practice of the employees of the China Construction five Bureau. The training of "the Law of July 21" has become the personnel growth model approved by the employees of the five Bureaux. According to the on-the-job practice designed by them, they can learn from themselves. The specific training methods of off-job training have been implemented in all levels of training. The methods and concepts of curriculum-centered teaching team building and integral management are being gradually developed and popularized.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.92

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