I 摘要 当今中国正处于全面深化改革的关键时期，攻坚克难，干事创业关键在人， 人力资源的优劣已成为改革和发展的关键。培训作为企业和公共部门提升人力资 源素质的重要方式，是组织可持续发展的力量之源。L市监察委员会是国家监察体 制改革背景下的崭新机构，其培训体系建设仍处于改革和试点的初级阶段。虽然L 市监察委员会不断注入培训资金，并进行了培训模式、内容、理念等的探索和优 化创新，不过培训工作依然受到很大的影响，如培训需求分析不全面、培训讲师 制度不完善以及缺乏对培训效果的评估等，已成为当前L市监察人员素质和能力 提升的瓶颈。 基于新公共管理运动的促进，政府部门充分借鉴和参考了先进的企业管理理 念和方法，企业人力资源培训也逐渐进入了公共部门的视线，并得到重视与发展。 本文先对国内外企业在长期实践中逐步建立的员工培训理论体系展开了全面探究， 进而论述公共部门借鉴企业员工培训体系构建理论的可行性和现实意义。综合运 用问卷调查、访谈法和案例分析法对L市监察委员会培训工作现状进行分析，得 出其特点和不足，并进行成因分析。最后有针对性地从培训管理、课程、讲师以 及效果评估体系这几个层面着手，为L市监察委员会设计相应的培训体系。该培 训管理体系当中涉及培训制度、组织架构、培训计划以及需求分析等多项内容。 该培训课程体系又是由通用课程、网络课程两个方面来构建。该培训讲师体系分 为两种类型，分别是内部讲师与外部讲师。培训效果评估体系则主要从评估标准、 评估信息的收集与分析以及评估反馈三个维度来构建。 本文针对L市监察委员会的具体情况设计构建科学的培训体系，以期通过这 种方式帮助L市监察委员会克服当前培训工作所面临的问题，另外，也争取为监 察体制改革提供培训方面的有益借鉴。 关键词：企业员工培训 公共部门培训 培训体系 监察委员会 ABSTRACT II ABSTRACT Nowadays, China is at the critical stage of comprehensively deepening reform. In order to overcome these difficulties, people are the key to doing business, and the merits and demerits of human resources have become the key to reform and development. As an important measure for enterprises and public sectors to improve the quality of human resources, training is the source of the power of sustainable organizational development. L City Supervision Commission is a new institution under the background of national supervision system reform, and its training system construction is still in the primary stage of reform and pilot. Although L City Supervisory Commission keeps increasing training investment, it has made many beneficial explorations and attempts in the innovation of training content, process and method. There are still many problems that influence the training tasks, such as incomplete training demand analysis, imperfect training lecturer system and lack of evaluation of training effect, which have become the bottleneck for the improvement of the quality and ability of supervisors in L City. With the promotion of the new public management movement, many successful enterprise management measure and technologies have been transplanted to the public sectors of government, and the human resources training in enterprise has gradually attracted the public sector's attention, and has been valued and developed. This article firstly expounds the theoretical research on the training of employees and the public sector at home and abroad and the research on the construction of the training system, and then discusses the feasibility and practical significance of the construction of the training system of employees in the public sector. By means of questionnaire survey, interview and case analysis, this paper analyzes the current situation of the training work of the supervision committee of L City, obtains its characteristics and drawbacks, and analyzes the causes. Finally, a new training system of L Municipal Commission of Supervision was designed and constructed in four aspects: training management system, training course system, training instructor system and training effect evaluation system. Among them, the training management system includes the training organization structure system, the training regime system, the training demand analysis system and the training plan system. The training course system is constructed from general courses and network courses. The training lecturer system is divided into two types: internal ABSTRACT III lecturer and external lecturer. The evaluation system of training effect is mainly constructed from three dimensions: evaluation standard, collection and analysis of evaluation information and evaluation feedback. This paper constructs a new training system for the Supervision Committee of L City, in order to solve the existing training problems of the Supervision Committee of L City. At the same time, it hopes to provide useful references in the training aspect for the supervision system reform. Keywords:enterprise employee training,training,public sector tranining system,super vision committee 目录 IV 目录 第一章 绪论 ........................................................................................................................................ 1 1.1 研究背景及研究意义 .......................................................................................................... 1 1.1.1 研究背景 .................................................................................................................. 1 1.1.2 研究意义 .................................................................................................................. 3 1.2 研究思路与内容 .................................................................................................................. 4 1.3 研究方法与技术路线 .......................................................................................................... 4 1.3.1 研究方法 .................................................................................................................. 4 1.3.2 技术路线 .................................................................................................................. 5 1.4 研究文献综述 ...................................................................................................................... 5 1.4.1 国外研究综述 .......................................................................................................... 5 1.4.2 国内研究综述 .......................................................................................................... 6 第二章 培训相关理论概述 ................................................................................................................. 9 2.1 培训及培训体系理论概述 .................................................................................................. 9 2.1.1 企业员工培训的相关概念 ...................................................................................... 9 2.1.2 公共部门员工培训的相关概念 ............................................................................ 11 2.1.3 企业培训体系的相关理论 .................................................................................... 13 2.2 公共部门运用企业培训体系理论的可行性及限度 ......................................................... 17 2.2.1 公共部门运用企业员工培训体系构建理论的可行性及必要性 ......................... 17 2.2.2 公共部门运用企业培训体系构建理论的限度 ..................................................... 19 第三章 L市监委培训现状 ................................................................................................................ 20 3.1 L市监委现状 ...................................................................................................................... 20 3.1.1 监察机关及其职责 ................................................................................................ 20 3.1.2 L市监委及培训现状概括 ...................................................................................... 20 3.2 培训情况调查及分析 ........................................................................................................ 22 3.2.1 调查样本的基础特征 ............................................................................................ 23 3.2.2 调查结果及分析 ....................................................................................................