本文選題：知行關(guān)系 + 培訓　； 參考：《天津科技大學》2015年碩士論文

【摘要】：日新月異發(fā)展的現(xiàn)代社會要求人們的知識、技能和行為方式不斷更新和完善,以適應快速發(fā)展的經(jīng)濟一體化進程及高速發(fā)展的信息化社會。這也使得企業(yè)對員工的技能與素質(zhì)提出了更高的要求。但就目前企業(yè)實踐操作而言,存在著“培訓無效”的尷尬情景,使得無論是企業(yè)還是員工自身在投入大量人力、物力、財力、精力后,投入產(chǎn)出率不成比例。因此,提高培訓有效性、提高培訓轉(zhuǎn)化是企業(yè)在培訓時亟待解決的問題。知行關(guān)系起源于哲學領域,主要探討的是思維與存在、知識與行動、理論與實踐等關(guān)系,是王陽明哲學的命題之一,屬于龍場悟道的內(nèi)容之一。知行關(guān)系要求“知而必行”才能達到“真知”,“知”與“行”在實踐過程中具有同一性。該理論從提出至今已有兒百年的時間,對于政治道德生活、實踐教育與日常生活“知行合一”具有指導作用。本文選取王陽明“知行合一”的思想,認為影響培訓活動有效性不高的原因主要是由于現(xiàn)有的培訓管理模型中缺乏將培訓所學的技能很好的轉(zhuǎn)化成工作實際的環(huán)節(jié)。本文在總結(jié)培訓管理模型與培訓活動相關(guān)研究文獻的基礎上,總結(jié)分析了影響培訓活動效果的因素,并以此為基礎提出本文的研究假設——五階段模型相比于四階段模型,能夠顯著提升培訓的有效性,并進一步分解為培訓轉(zhuǎn)化動機、轉(zhuǎn)化設計與轉(zhuǎn)化氛圍對培訓有效性的影響。本文通過問卷星網(wǎng)站發(fā)放企業(yè)員工培訓轉(zhuǎn)化影響因素問卷,將收回的調(diào)查問卷進行數(shù)據(jù)分析,驗證了前文中所提出的研究假設。最后在實證研究的基礎上,總結(jié)本文的主要結(jié)論,并提出相關(guān)建議。
[Abstract]:The rapid development of modern society requires people's knowledge, skills and behavior to be constantly updated and improved to adapt to the rapid development of economic integration process and the rapid development of information society. This also makes the enterprise to the employee's skill and the quality put forward the higher request. However, there is an awkward situation of "ineffective training" in the practice of enterprises at present, which makes the output rate out of proportion to the large amount of manpower, material resources, financial resources and energy invested by enterprises or employees themselves. Therefore, to improve the effectiveness of training and improve the training transformation is an urgent problem to be solved. The relationship between knowledge and action originates from the field of philosophy. It mainly discusses the relationship between thinking and existence, knowledge and action, theory and practice. It is one of the propositions of Wang Yangming's philosophy and belongs to one of the contents of Longchang's enlightenment. The relationship between knowledge and action requires that "knowing must act" to achieve "true knowledge", and that "knowledge" and "action" are identical in the process of practice. It has been a hundred years since the theory was put forward, which can guide the political and moral life, practical education and daily life. In this paper, Wang Yangming's idea of "integration of knowledge and practice" is chosen, and the reason why the effectiveness of training activities is not high is mainly due to the lack of a good link in the existing training management model to transform the skills learned in training into practical work. On the basis of summarizing the research literature of training management model and training activities, this paper summarizes and analyzes the factors that affect the effect of training activities, and puts forward the research hypothesis-five-stage model compared with four-stage model. It can significantly improve the effectiveness of training, and further decompose into training transformation motivation, transformation design and transformation atmosphere on the impact of training effectiveness. In this paper, the factors influencing factors of employee training and transformation are distributed on the website, and the data of the questionnaires are analyzed to verify the research hypotheses put forward in the previous paper. Finally, on the basis of empirical research, this paper summarizes the main conclusions and puts forward relevant suggestions.
【學位授予單位】：天津科技大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92

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1 樸藝芳;基于知行關(guān)系的企業(yè)培訓管理模型構(gòu)建研究[D];天津科技大學;2015年

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本文編號：1793671