【摘要】：近幾年世界經(jīng)濟(jì)復(fù)蘇趨緩,國(guó)內(nèi)經(jīng)濟(jì)面臨下行壓力,而航運(yùn)和造船產(chǎn)能面臨雙過剩的不利局面,我國(guó)造船企業(yè)面對(duì)的競(jìng)爭(zhēng)將日趨殘酷。JN造船集團(tuán)作為擁有近150年造船經(jīng)驗(yàn)的大型國(guó)有企業(yè),在一定程度上掌握著中國(guó)造船行業(yè)的發(fā)展方向,在這關(guān)鍵時(shí)期更需要準(zhǔn)確判斷、沉著應(yīng)對(duì)、把握先機(jī)、爭(zhēng)取主動(dòng)。與此同時(shí),我國(guó)造船企業(yè)正經(jīng)歷從粗放的造船模式向現(xiàn)代化、數(shù)字化造船模式的轉(zhuǎn)型時(shí)期。作為百年老廠,管理人員隊(duì)伍中傳統(tǒng)業(yè)務(wù)型管理人員比例很高,難以應(yīng)對(duì)企業(yè)轉(zhuǎn)型升級(jí)。因此,企業(yè)亟需改變管理人員的知識(shí)結(jié)構(gòu),打造一支素質(zhì)優(yōu)、經(jīng)驗(yàn)足,轉(zhuǎn)型意識(shí)能力兼?zhèn)涞墓芾砣藛T隊(duì)伍,管理人員能力重塑的重要性和緊迫性日益提升。本文的研究正是圍繞這一問題展開。通過對(duì)培訓(xùn)檔案的分析和對(duì)管理人員的大規(guī)模問卷調(diào)研,發(fā)現(xiàn)了JN造船集團(tuán)在培訓(xùn),特別是培訓(xùn)課程設(shè)置方面存在的問題。在重新設(shè)計(jì)管理人員培訓(xùn)課程體系的過程中,需要了解管理人員隊(duì)伍的勝任特征現(xiàn)狀、可能存在的問題以及與勝任標(biāo)準(zhǔn)的差距。因此,研究引入了勝任力模型的概念,并通過問卷調(diào)查、行為事件訪談等方法構(gòu)建了JN造船集團(tuán)不同管理崗位的勝任素質(zhì)模型。本文的研究重點(diǎn)在于在勝任力模型的基礎(chǔ)上對(duì)管理人員課程的設(shè)計(jì)和課程體系的構(gòu)建。同時(shí),針對(duì)大多數(shù)企業(yè)可能存在的行業(yè)或企業(yè)內(nèi)部核心知識(shí)難以傳承和發(fā)展、知識(shí)管理的現(xiàn)代化手段不足等問題,文章將內(nèi)部培訓(xùn)師資隊(duì)伍的建設(shè)和培訓(xùn)課程及培訓(xùn)管理的信息化作為重點(diǎn)策略進(jìn)行了研究。
[Abstract]:In recent years, the world economic recovery has slowed down, the domestic economy is under downward pressure, and shipping and shipbuilding capacity is facing a double surplus. The competition faced by Chinese shipbuilding enterprises will be increasingly cruel. JN shipbuilding group, as a large state-owned enterprise with nearly 150 years of shipbuilding experience, to a certain extent, controls the development direction of China's shipbuilding industry. In this critical period, it is even more necessary to judge accurately. Calm response, grasp the first opportunity, strive for initiative. At the same time, Chinese shipbuilding enterprises are undergoing a period of transition from extensive shipbuilding mode to modern and digital shipbuilding mode. As a century-old factory, the proportion of traditional business managers in the management team is very high, so it is difficult to cope with the transformation and upgrading of enterprises. Therefore, it is urgent for enterprises to change the knowledge structure of managers, to create a contingent of managers with excellent quality, sufficient experience and the ability to transform consciousness. The importance and urgency of remolding the ability of managers is increasingly enhanced. This paper focuses on this issue. Based on the analysis of training files and the investigation of large-scale questionnaire to managers, the problems of JN Shipbuilding Group in training, especially in training courses are found. In the process of redesigning the training course system for managers, it is necessary to understand the status quo of the competency of the management team, the possible problems and the gap with the competency standards. Therefore, the concept of competency model is introduced, and the competency model of different management positions in JN shipbuilding group is constructed by means of questionnaire survey, behavior event interview and so on. This paper focuses on the curriculum design and curriculum system construction on the basis of competency model. At the same time, in view of the problems that may exist in most enterprises, such as the difficulty of inheriting and developing the core knowledge in the industry or enterprise, the lack of modern means of knowledge management and so on, This paper focuses on the construction of internal training faculty and the informatization of training courses and training management.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F426.474;F272.92

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相關(guān)期刊論文 前1條

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本文編號(hào)：2141502