纵观全球,自中国加入世界贸易组织之后,逐步牵动着全球的政治、经济变化

趋势,整个经济格局更是发生巨大变动、经济全球化深入发展、科学技术的发展日

新月异,知识信息的更新更是进入到历史上前所未有的时代。中国经济、文化以及

各种产业知识也面临着经济全球化和经济知识化、技术化洪流的严重冲击,中国自

改革开放以来的社会主义市场经济将进入到大变动、大转折、大调度、大繁荣时期。

作为21世纪之交的中国,其社会主义市场经济己进入全方位、急剧工业化发展阶

段;世界经济错综复杂的形势给中国带来的大量机遇和挑战,使我们可以更加明确、

更加清晰的体会到,中国应尽早制定各式各样的应对之策、解决方案,以此提高经

济、政策的超前性、能用性和灵敏性⑴。

在这个过程当中,人才已成为制约中国经济发展的一个重要环节,它是知识和

技能的载体,是企业重要的经济来源,更是企业的核心竞争力。而企业人力资源保

值和升值的重要方式一培训,受到国内外学者和各行各业的关注,培训体系的建立

也逐步在各个企业中流传幵来。

随着我国社会主义市场经济发展方式的逐步转变,我国各式各样的事业型单位

的人力资源管理培训体系也面临着全球化的市场环境,如经济制度、文化、各种法

令法规等,特别是人才市场环境的考验。那种传统简单、单一模式的人力资源管理

也被广大的成功企业家和学者逐步上升为人力资源战略管理层面,被越来越多的非

营利性单位(事业型单位)所重视[2]。本文以单位A为研宄对象,对其人力资源培

训体系进行深入研宂,以基本培训理念为指导,结合该公司培训体系的运转环境,

分析单位A与其他组织机构的差异,并诊断培训体系前,中和后期存在的问题。从

个人和组织结构的角度进行多因素角度分析,运用相关的理论与单位实际情况相结

合,对A单位的人力资源管理人事培训体系从制度安排、课程计划、人员需求、实

施过程以及测评方面进行优化设计,该人事培训体系是在单位A独特的运营、发展

环境中提出来的,对于解决该组织机构内部各个职能部门的问题具有一定的针对

性、可操作性以及可控性[3]。有助于提高企业员工的绩效,满足企业的实际发展需

要。此外,对于其他组织机构的运营也能提供一些指导性的建议。

关键词:事业型单位;培训体系;优化设计

漏

硕士学位论又

MASTER'S niESIS

Abstract

At present, the world economic structure profound change, in-depth development of

economic globalization, the development of science and technology change rapidly,

knowledge and information update is entering the era of hitherto unknown. Chinese is

also faced with the serious impact of economic globalization and knowledge economy

tide, Chinese market economy will enter a big change, a big turning point, adjustment,

development period. As the turn of the 21st century, China, and its socialist market

economy has entered a comprehensive, dramatic development stage of industrialization;

lot of opportunities and challenges of the world economy complicated situation brought

to China,so that we can appreciate more clearly,more clearly, China should develop a

wide range of countermeasures as soon as possible, solutions, in order to improve ahead

of economic, policy, and sensitivity .

In this process, the talent has become an important link of restricting China

economic development, it is the carrier of knowledge and skills, is an important

economic source of the enterprise, but also the core competitiveness of enterprises. And

the important way of enterprise human resource value and appreciation of the training, by

domestic and foreign scholars and various concerns, establish a training system also

gradually in each enterprise spread.

With the gradual transformation of development mode of China's socialist market

economy, our country business unit management of human resources training system is

also facing the globalization market environment, especially the talent-market

environment test. That tradition is simple, a single model of human-resource

management are also the majority of the successful entrepreneurs and scholars gradually

rose to the level of strategic management of human resources, more and more non-profit

units (business-type units) valued. In this paper, business unit A as the research object,

in-depth study of the human resource training system, with basic training philosophy as a

guide, combined with the company’s training system operating environment,analysis of

different institutions of A a-nd other institutions, and diagnosis training system before,

during and after the problems. Factor analysis, using a combination of theory and

practice, the A unit of human resource management system to optimize the design from

the system, plans, requirements, implementation and evaluation of aspe-ctsfrom the

perspective of individual and organizational structure, the training system is operating in

aunique Environment putforward for solving internal problems of the enterprise has a

certain relevance and operability.Helps to improve employee performance, to meet the