發(fā)布時(shí)間：2018-10-23 13:37

【摘要】：隨著“互聯(lián)網(wǎng)+”概念在各行各業(yè)的流行,許多企業(yè)也慢慢地將互聯(lián)網(wǎng)思維運(yùn)用到員工培訓(xùn)中。H公司在人力資源管理中的員工培訓(xùn)與開(kāi)發(fā)工作中做了一些工作,但隨著宏觀經(jīng)濟(jì)形勢(shì)的變化和公司自身的轉(zhuǎn)型升級(jí),H公司員工培訓(xùn)工作也要轉(zhuǎn)變才能適應(yīng)公司的需求。雖然公司高層認(rèn)同人才素質(zhì)是影響和制約公司核心競(jìng)爭(zhēng)力的核心因素之一,但在完善公司員工培訓(xùn)體系的具體實(shí)踐中,公司高層并沒(méi)有真正結(jié)合公司轉(zhuǎn)型升級(jí)的需要,將公司員工培訓(xùn)納入公司戰(zhàn)略發(fā)展的重要組成部分。本文首先介紹了論文研究背景和研究意義,通過(guò)對(duì)國(guó)內(nèi)外研究現(xiàn)狀的述評(píng),提出了本文的創(chuàng)新點(diǎn)。其次通過(guò)與H公司部門(mén)經(jīng)理和員工的訪談、問(wèn)卷調(diào)查等方式,系統(tǒng)地收集公司人才培訓(xùn)體系相關(guān)資料,結(jié)合由美國(guó)卡內(nèi)基麥隆大學(xué)開(kāi)發(fā)的培訓(xùn)體系成熟度模型,從培訓(xùn)體系四個(gè)維度對(duì)H公司現(xiàn)有的培訓(xùn)體系的現(xiàn)狀進(jìn)行了闡述。再次是詳細(xì)闡述了H公司員工培訓(xùn)體系存在的問(wèn)題及產(chǎn)生的原因。最后是結(jié)合“互聯(lián)網(wǎng)+”思維探索出適合H公司轉(zhuǎn)型期的員工培訓(xùn)體系優(yōu)化方案,以更好地發(fā)揮出企業(yè)培訓(xùn)積極有效的作用,并希望為其它企業(yè)的培訓(xùn)體系優(yōu)化提供借鑒。如設(shè)立網(wǎng)絡(luò)培訓(xùn)專(zhuān)員,在公司網(wǎng)站設(shè)立員工討論專(zhuān)區(qū),開(kāi)設(shè)微信語(yǔ)音課程、短視頻課程等網(wǎng)絡(luò)微課程,實(shí)現(xiàn)了培訓(xùn)課程的微化、個(gè)性化和時(shí)空覆蓋。
[Abstract]:With the popularity of the concept of "Internet" in various industries, many enterprises have slowly applied Internet thinking to employee training. H Company has done some work in employee training and development in human resources management. But with the change of the macroeconomic situation and the transformation and upgrading of the company itself, the employee training of H Company needs to be changed to meet the needs of the company. Although the quality of talents is one of the core factors that influence and restrict the core competence of the company, in the practice of perfecting the training system of employees, the senior management of the company has not really combined with the needs of the transformation and upgrading of the company. To incorporate employee training into the strategic development of the company. This paper first introduces the research background and significance of the paper, through the review of the current research situation at home and abroad, puts forward the innovation of this paper. Secondly, through interviews with department managers and employees of H Company, questionnaire survey and so on, we systematically collect the relevant information of the training system of the company, combined with the maturity model of the training system developed by the University of Cameron in the United States. From the four dimensions of training system, the present situation of training system of H Company is expounded. Thirdly, the problems and causes of H company employee training system are explained in detail. Finally, combining with the thinking of "Internet", this paper explores the optimization scheme of employee training system suitable for H Company during the transition period, so as to better play the positive and effective role of enterprise training, and hope to provide reference for the optimization of training system of other enterprises. Such as setting up a network training specialist, setting up a staff discussion area on the company's website, setting up WeChat voice courses, short video courses and other network micro-courses, realizing the micro-training courses, personalized and space-time coverage.
【學(xué)位授予單位】：廣東財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.6

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