民营经济已经逐渐成为影响国家市场经济的重要构成部分，而市场经济的全 球一体化发展使人才需求的综合竞争力得到了有效提升，在现代化信息技术时 代，人力资本在市场经济与企业发展中的重要性日渐凸显，逐渐成为企业稳定发 展的关键性影响因素，且随着我国加入 WTO 组织后的势头正猛，企业在发展中普 遍面临日益激烈的市场竞争压力，以及产业转型升级的压力。而外资企业对于国 内的优秀人才并不吝惜，聘用的人才均是有比较高的薪酬与福利待遇，这就在一 定程度上加剧了国内企业在人才的获取路径的难度系数，也将企业人才的竞争推 向了白热化。通常情况下，企业可以通过从劳动市场进行专项招聘与企业内部现 有员工人才培训两种渠道吸引人才，招聘属于企业引进人才的一种基本方式，但 这种方式引进的人才可能在一定程度上并不能满足企业的实际发展需求，与企业 自身所需人才在技术能力以及理念等方面存在一定的出入，这就需要企业对员工 进行培训，企业可以通过讲座、技术培训等，使企业人才成长为适应企业发展需 求的专业人才，所以企业构建系统人善的培训体系是当前我国企业进行人才竞争 的关键。 民营企业在我国尚处于发展初级阶段，成长历程并不长，所以在实践发展中 对于员工培训方面的手段与相关法律规范极为匮乏，使得民营企业员工培训管理 问题成为制约民营企业跨越式发展的主要阻碍，如果不能在现代发展背景下及时 有效地解决这一困扰，必然会影响民营企业未来的生存与稳定发展。由此可见， 在当前发展竞争大环境下，如何应对日益激烈的竞争压力，深入性研究民营企业 人才培训管理相关工作，具有非常重要的社会价值与实践意义，高水平综合素质 的优秀人才的引进、培育培养与去留，直接关系到民营企业的存亡。 基于此，本文结合 A 民营企业发展实际情况，全面系统性的分析了该民营企 业的人力资源培训管理现状及其存在的主要问题，详细分析影响民营企业人力资 源培训体系优化改革的主要因素，积极探寻出针对性的可操作对策建议，为进一 步促进民营企业人力资源培训管理，为企业引入并留住优秀人才提供有益参考。 关键字，人力资源培训；培训体系；培训评估；培训需求V [Abstract] Private economy has gradually become an important part of influencing national market economy, and the global integration of market economy has effectively enhanced the comprehensive competitiveness of talent demand. In the modern information technology era, the importance of human capital in market economy and enterprise development has become increasingly prominent, and has gradually become a key factor affecting the stable development of enterprises, and with me. After China's entry into WTO, the momentum is booming. Enterprises are generally facing increasingly fierce market competition pressure and the pressure of industrial transformation and upgrading in their development. Foreign-funded enterprises are not stingy about the excellent talents in China, and they employ talents with relatively high salaries and welfare benefits, which, to a certain extent, aggravates the difficulty coefficients of talent acquisition path of domestic enterprises, and also pushes the competition of enterprise talents to a white heat. Usually, enterprises can attract talents through two channels: special recruitment from the labor market and personnel training within enterprises. Although they can recruit talents from the market, not all talents can be obtained through the market. To a certain extent, the talents recruited in the market will be different from the talents needed by enterprises themselves. Therefore, lectures are used in practice management. It is the key for Chinese enterprises to compete for talents to make enterprise talents grow into professionals to meet the needs of enterprise development. Private enterprises are still in the primary stage of development in China, and their growth process is not long. Therefore, in practice, the means and relevant legal norms of employee training are extremely scarce, which makes the problem of employee training management in private enterprises become the main obstacle to restrict the leapfrog development of private enterprises. If this problem can not be solved in time and effectively under the background of modern development, it will inevitably be. Affecting the future survival and stable development of privateVI enterprises. Thus, in the current competitive environment, how to deal with the increasingly fierce competition pressure, in-depth study of personnel training management in private enterprises, has very important social value and practical significance. The introduction and retention of excellent talents with high comprehensive quality is directly related to the survival of private enterprises. Based on this, combined with the actual development of A private enterprise, this paper comprehensively and systematically analyzed the current situation and main problems of human resources training management of the private enterprise, analyzed in detail the main factors affecting the optimization and reform of human resources training system of private enterprise, and actively explored the targeted operational countermeasures and suggestions, in order to further promote the human resources training management of private enterprise. It provides a useful reference for enterprises to introduce and retain outstanding talents. Key words: Human Resource Training;Training System;Training Evaluation;Training NeedsVII 目录 摘要..................................................... Ⅳ ABSTRACT................................................. Ⅴ 1 绪论................................................... 1 1.1 研究背景与意义 .............................................................................................1 1.1.1 研究背景..........................................................................................................................1 1.1.2 研究意义..........................................................................................................................2 1.2 研究目的与内容 .............................................................................................3 1.2.1 研究目的..........................................................................................................................3 1.2.1 研究内容..........................................................................................................................3 1.3 国内外研究综述 .............................................................................................4 1.3.1 国外研究综述..................................................................................................................4 1.3.2 国内研究综述..................................................................................................................5 1.4 研究思路、方法及技术路线 ..........................................................................7 1.4.1 研究思路..........................................................................................................................7 1.4.2 研究方法..........................................................................................................................8 1.4.3 技术路线..........................................................................................................................8 2 人力资源及培训相关理论概述 ........................... 10 2.1 培训基本理论 ...............................................................................................10 2.2 人力资源与人力资本....................................................................................10 2.2.1 人力资源概念及特征....................................................................................................16 2.2.2 人力资本概念内容........................................................................................................16 2.3 人力资源培训的相关理论............................................................................14 2.3.1 现代培训理论................................................................................................................14 2.3.2 需求层次理论................................................................................................................15 2.4 人力资源培训基本特征................................................................................16 2.4.1 以人为本的核心理念.................