本文選題：礦業(yè)企業(yè) + 人力資源開(kāi)發(fā)��； 參考：《首都經(jīng)濟(jì)貿(mào)易大學(xué)》2015年碩士論文

【摘要】：在當(dāng)今這個(gè)信息高速發(fā)展的知識(shí)經(jīng)濟(jì)時(shí)代,能夠推動(dòng)經(jīng)濟(jì)高速發(fā)展的核心實(shí)力就是知識(shí)與能力。其力主要附于人才,企業(yè)的競(jìng)爭(zhēng)--歸根結(jié)底就是人才的競(jìng)爭(zhēng)。通過(guò)本人大量的研究和調(diào)查后發(fā)現(xiàn)我所在的蒙古國(guó)新興的礦業(yè)企業(yè)雖然面臨挑戰(zhàn),但也享有很多機(jī)遇。目前,蒙古國(guó)礦業(yè)企業(yè)之間的競(jìng)爭(zhēng)已經(jīng)到了白熱化階段,要想在眾多的同行業(yè)公司中脫穎而出并取得可持續(xù)發(fā)展的業(yè)績(jī),就必須高度重視人才開(kāi)發(fā)并優(yōu)化員工的培訓(xùn)方式和培訓(xùn)管理的工作。企業(yè)員工的培訓(xùn)在蒙古國(guó)來(lái)說(shuō)還處于創(chuàng)新開(kāi)拓階段,它是決定企業(yè)可持續(xù)發(fā)展的關(guān)鍵要素之一。隨著行業(yè)格局劇烈變動(dòng)和人力資源市場(chǎng)需求的不斷擴(kuò)大,蒙古國(guó)的國(guó)內(nèi)礦業(yè)公司的人力資源管理面臨著來(lái)自?xún)?nèi)外部的雙重壓力。為了取得行業(yè)優(yōu)勢(shì),保持團(tuán)隊(duì)的競(jìng)爭(zhēng)力,許多企業(yè)的關(guān)注點(diǎn)開(kāi)始向人力資源開(kāi)發(fā)工作轉(zhuǎn)移。構(gòu)筑符合企業(yè)可持續(xù)發(fā)展的具有現(xiàn)代化特色的培訓(xùn)體系也是目前各大礦業(yè)企業(yè)的研究課題。雖然,員工培訓(xùn)需要耗費(fèi)大量的人力物力以及財(cái)力,但是通過(guò)開(kāi)展這項(xiàng)工作,員工可以拓展自己的能力空間,得到更廣闊的職業(yè)發(fā)展機(jī)會(huì)。除此之外,這些經(jīng)過(guò)培訓(xùn)的員工也是企業(yè)的一大筆財(cái)富,他們可以創(chuàng)造的價(jià)值將遠(yuǎn)遠(yuǎn)超出當(dāng)初投入的成本。而員工素質(zhì)和能力的提高也是企業(yè)實(shí)現(xiàn)效益增長(zhǎng)和快速發(fā)展的保證。員工培訓(xùn)對(duì)于員工本人和企業(yè)來(lái)說(shuō),都有著非常大的意義。本文通過(guò)分析蒙古國(guó)礦業(yè)企業(yè)現(xiàn)有的員工培訓(xùn)狀況,概括總結(jié)了其存在的問(wèn)題和不足,從培訓(xùn)戰(zhàn)略、培訓(xùn)體系和企業(yè)文化三個(gè)方面提出了改進(jìn)和優(yōu)化對(duì)策。首先,企業(yè)需要從戰(zhàn)略角度高度認(rèn)識(shí)培訓(xùn)工作,并不斷增加對(duì)于培訓(xùn)的投入;其次需要建立和完善培訓(xùn)體系,把控好需求分析,制定計(jì)劃,實(shí)施培訓(xùn)和效果評(píng)估等一整套環(huán)節(jié),以合理的制度來(lái)保證培訓(xùn)工作的有效開(kāi)展。最后企業(yè)的文化環(huán)境對(duì)培訓(xùn)效果的實(shí)現(xiàn)也起到關(guān)鍵作用。本文的研究從人才開(kāi)發(fā)視角,從蒙古國(guó)礦業(yè)企業(yè)員工培訓(xùn)管理實(shí)際水平和現(xiàn)狀出發(fā),提出了行業(yè)中普遍存在的缺陷以及問(wèn)題,通過(guò)調(diào)查問(wèn)卷,深度訪(fǎng)談和專(zhuān)家意見(jiàn)咨詢(xún)等研究方法探索產(chǎn)生問(wèn)題的真正原因。以期不斷完善思路培訓(xùn)體系,根本上防范員工培訓(xùn)風(fēng)險(xiǎn)的發(fā)生。本文是對(duì)蒙古國(guó)礦業(yè)企業(yè)員工培訓(xùn)的初步探討和研究,理論體系還需要進(jìn)一步的完善,實(shí)踐上進(jìn)一步加強(qiáng)新方法的探索。我愿意不斷跟蹤蒙古國(guó)礦業(yè)企業(yè)培訓(xùn)狀況的變化,并在工作中不斷調(diào)整和優(yōu)化已有的方案提升自己的研究水平。
[Abstract]:In the age of knowledge economy, knowledge and ability are the core strength that can promote the rapid development of economy. Its strength is mainly attached to talents, the competition of enterprises-in the final analysis is the competition of talents. After a lot of research and investigation, I found that my Mongolian mining enterprises face challenges, but also enjoy a lot of opportunities. At present, the competition among Mongolian mining enterprises has reached a stage of intense competition. In order to stand out among the many companies in the same industry and achieve sustainable development performance, We must attach great importance to talent development and optimize staff training and training management. In Mongolia, the training of employees is still in the stage of innovation and development, which is one of the key factors that determine the sustainable development of enterprises. With the drastic changes of the industry pattern and the continuous expansion of the human resource market demand, the domestic mining companies in Mongolia are facing double pressures from inside and outside. In order to gain the industry advantage and keep the team competitive, many enterprises begin to shift their attention to human resource development. It is also a research topic for mining enterprises to construct a training system with modern characteristics that accords with the sustainable development of enterprises. Although staff training requires a lot of manpower and financial resources, but through this work, employees can expand their ability space and get broader career development opportunities. In addition, these trained employees are also a big asset to the company, and they can create value that far exceeds the cost they put in. The improvement of staff quality and ability is also the guarantee of enterprise benefit growth and rapid development. Staff training for the staff and enterprises, have a very great significance. By analyzing the current situation of staff training in Mongolian mining enterprises, this paper summarizes the existing problems and shortcomings, and puts forward the improvement and optimization countermeasures from three aspects: training strategy, training system and enterprise culture. First, enterprises need to understand the training work from a strategic perspective and continuously increase their investment in training. Secondly, they need to establish and improve the training system, control demand analysis, formulate plans, implement training and effect evaluation, and so on. A reasonable system to ensure the effective implementation of the training work. Finally, the cultural environment of the enterprise also plays a key role in the realization of the training effect. In this paper, from the perspective of talent development, starting from the actual level and current situation of staff training management in Mongolian mining enterprises, the common defects and problems in the industry are put forward. Research methods such as in-depth interviews and expert advice are used to explore the real causes of the problems. With a view to constantly improving the train of thought system, fundamentally prevent the occurrence of employee training risks. This paper is a preliminary study of staff training in Mongolian mining enterprises. The theoretical system needs to be further improved and the exploration of new methods should be further strengthened in practice. I am willing to keep track of the changes in the training situation of Mongolian mining enterprises, and to constantly adjust and optimize existing programs to improve my research level.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F416.1

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