F公司員工培訓效果評估改進研究
發(fā)布時間：2019-06-03 16:34
【摘要】：F公司是廣西制糖行業(yè)的龍頭企業(yè),在國內也是名列前茅的制糖企業(yè),是中泰合資的公司。制糖業(yè)市場化較晚,人才相對缺乏,又有著對生產技術要求新,安全生產要求嚴,環(huán)境保護要求高等特點,因此,培育內部人才就成了制糖企業(yè)市場經濟下保障人才供給的有效途徑。特別是近年來,隨著國內人力成本的上漲,如何通過培養(yǎng)出綜合素質較高的員工來提高生產效率從而降低生產成本成為企業(yè)人力資源管理部門重要的任務。雖然F公司每年在員工培訓上投入大量資金,但培訓后員工的素質、績效等方面沒能完全達到管理層要求,主要原因是作為培訓重要環(huán)節(jié)之一的培訓效果評估比較薄弱,評估的結果不能為改善培訓質量提供有效幫助,導致公司陷入了為培訓而培訓的惡性循環(huán),公司人力成本居高不下。因此,如何建立科學合理的培訓效果評估機制,提升培訓質量成為該公司急需破解的難題。本文正是在此背景下,通過研究國內外培訓效果評估的研究成果,深入分析F公司在培訓效果評估方面存在的問題和原因,提出了改進設計和實施保障措施,為F公司培訓效果評估工作提供一個系統(tǒng)化、科學化的指導,并希望借此能給其他存在同樣困惑的制糖企業(yè)在員工培訓效果評估方面一點參考。 本文首先對國內外有關文獻進行了系統(tǒng)的梳理,分析和歸納了國內外幾種重要的培訓效果評估模型和研究理論；其次利用訪談法調查了解F公司員工培訓效果評估工作現(xiàn)狀,分析該項工作主要存在的問題和原因；再次主要以柯克帕特里克四層次評估模型為基礎,根據F公司實際提出了改進設計；最后提出了F公司培訓效果評估改進設計實施的制度、組織和激勵等保障措施。 科學合理的培訓效果評估是提高培訓有效性不可或缺的重要工作,本文意在經過對F公司培訓效果評估工作的研究,能夠為該公司乃至國內類似的制糖企業(yè)的員工培訓效果評估工作提供一定的理論參考和實踐指導。
[Abstract]:F company is the leading enterprise of Guangxi sugar industry, is also the top sugar enterprise in China, is a Sino-Thai joint venture company. The sugar industry is relatively late in marketization, relatively lack of talents, and has the characteristics of new requirements for production technology, strict requirements for production safety, high requirements for environmental protection, and so on. Cultivating internal talents has become an effective way to ensure the supply of talents under the market economy of sugar enterprises. Especially in recent years, with the rise of domestic human cost, how to improve production efficiency and reduce production cost by cultivating employees with high comprehensive quality has become an important task of human resources management department. Although F Company invests a lot of money in staff training every year, the quality and performance of employees after training have not fully met the requirements of management, the main reason is that as one of the important links of training, the evaluation of training effect is relatively weak. The results of the evaluation can not provide effective help to improve the quality of training, resulting in a vicious circle of training for training, and the cost of manpower is high. Therefore, how to establish a scientific and reasonable evaluation mechanism of training effect and improve the quality of training has become an urgent problem for the company to solve. Under this background, through studying the research results of training effect evaluation at home and abroad, this paper deeply analyzes the problems and causes of F company in training effect evaluation, and puts forward some measures to improve the design and implementation of the training effect evaluation. It provides a systematic and scientific guidance for the evaluation of training effect of F company, and hopes to give some reference to other sugar enterprises with the same confusion in the evaluation of employee training effect. Firstly, this paper systematically combs the relevant literature at home and abroad, analyzes and summarizes several important training effect evaluation models and research theories at home and abroad. Secondly, the current situation of staff training effect evaluation in F company is investigated by interview method, and the main problems and causes of this work are analyzed. Thirdly, based on the Kirkpatrick four-level evaluation model, the improved design is put forward according to the actual situation of F company. Finally, the system, organization and incentive measures for the implementation of the training effect evaluation and improvement design of F company are put forward. Scientific and reasonable evaluation of training effect is an indispensable and important work to improve the effectiveness of training. This paper aims to study the evaluation of training effect of F Company. It can provide some theoretical reference and practical guidance for the staff training effect evaluation of the company and even similar sugar enterprises in China.
【學位授予單位】：廣西大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.82
本文編號：2492072
[Abstract]:F company is the leading enterprise of Guangxi sugar industry, is also the top sugar enterprise in China, is a Sino-Thai joint venture company. The sugar industry is relatively late in marketization, relatively lack of talents, and has the characteristics of new requirements for production technology, strict requirements for production safety, high requirements for environmental protection, and so on. Cultivating internal talents has become an effective way to ensure the supply of talents under the market economy of sugar enterprises. Especially in recent years, with the rise of domestic human cost, how to improve production efficiency and reduce production cost by cultivating employees with high comprehensive quality has become an important task of human resources management department. Although F Company invests a lot of money in staff training every year, the quality and performance of employees after training have not fully met the requirements of management, the main reason is that as one of the important links of training, the evaluation of training effect is relatively weak. The results of the evaluation can not provide effective help to improve the quality of training, resulting in a vicious circle of training for training, and the cost of manpower is high. Therefore, how to establish a scientific and reasonable evaluation mechanism of training effect and improve the quality of training has become an urgent problem for the company to solve. Under this background, through studying the research results of training effect evaluation at home and abroad, this paper deeply analyzes the problems and causes of F company in training effect evaluation, and puts forward some measures to improve the design and implementation of the training effect evaluation. It provides a systematic and scientific guidance for the evaluation of training effect of F company, and hopes to give some reference to other sugar enterprises with the same confusion in the evaluation of employee training effect. Firstly, this paper systematically combs the relevant literature at home and abroad, analyzes and summarizes several important training effect evaluation models and research theories at home and abroad. Secondly, the current situation of staff training effect evaluation in F company is investigated by interview method, and the main problems and causes of this work are analyzed. Thirdly, based on the Kirkpatrick four-level evaluation model, the improved design is put forward according to the actual situation of F company. Finally, the system, organization and incentive measures for the implementation of the training effect evaluation and improvement design of F company are put forward. Scientific and reasonable evaluation of training effect is an indispensable and important work to improve the effectiveness of training. This paper aims to study the evaluation of training effect of F Company. It can provide some theoretical reference and practical guidance for the staff training effect evaluation of the company and even similar sugar enterprises in China.
【學位授予單位】：廣西大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.82
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