I 摘要 当今的世界，是一个充满不确定性的时代。经济不确定不稳定因素增多，导致企 业需要不断的变革来适应时代的生存需求。例如，美国上调中国输美商品的税收、我 国提出打造粤港澳大湾区政策等外界环境的变化，使得我国的高新技术产业大受影响。 KH公司为了适应时代的不确定性，提出了变革的发展战略。通过见证华为依靠自己深 厚的研发技术，摆脱美国束缚，成为世界一流的自主企业，KH公司深受启发，意识到 企业的组织成员拥有持续创造力才是企业生生不息的根本之道。员工作为企业的人力 资本，是企业核心竞争力的源泉。培训作为企业管理的职能，造就人才，推动业绩提 升。培训不仅是一种统一认识、凝聚人心、提升技能的一种手段，更是一个发掘员工 潜在能力、汇集企业智慧、激发创新动力的重要途径。故此，KH公司重新审视自己的 培训体系，提出了优化培训体系和建立学习型企业的人力资源战略，为企业实现战略 变革保驾护航。 本研究在明确培训对于企业发展的意义后，以KH公司的培训体系作为本研究的 对象，通过了解当前KH公司发展现状，深入分析KH培训体系的现阶段情况，运用 问卷调查、访谈、文献研究等方法收集相关数据和理论知识作为本研究的现实基础和 理论基础，诊断和分析了KH公司现阶段的培训体系，发现其实施过程中存在困境和 问题。根据KH公司的实际情况，参考优秀企业的经验和实践案例，结合公司变革的 需求，提出KH公司企业培训体系的优化方向、优化内容和具体措施，设计了一套科 学的、适合KH公司发展特色和发展需要的培训体系。通过实施优化后的KH公司的 培训体系，协助公司留住人才，实现员工能力与公司发展相匹配的战略目标。 希望通过本研究，为更多像KH公司一样面临变革的企业提供一个值得借鉴的案 例，以帮助其他企业适应外界的变化并为组织的变革与发展创造条件。现在国内有一 部分企业的培训工作仍以人工为主，过多地消耗了企业的人力资源成本，无形增加了 企业负担。本研究在优化过程中结合了MIS信息技术，拓展了企业培训工作的新模式， 也进一步拓宽MIS理论的应用范围。 关键词：KH公司；员工培训；体系优化 广东工业大学硕士学位论文 II Abstract Today'sworldisfullofuncertainty.Withtheincreaseofeconomicuncertaintiesandthe changeofeconomicmeasures,enterprisesneedtochangeortransformconstantlytomeet theneedsofthetimes.Thechangesoftheexternalenvironment,suchastheincreaseof taxesonChinesegoodsexportedtotheUnitedStatesandthepolicyofbuildingGuangdong, HongKongandMacaoBayareaproposedbyChina,havegreatlyaffectedChina'shigh-tech industry.Inordertoadapttotheuncertaintyofthetimes,KHcompanyputforwardthe developmentstrategyofreform.ThroughwitnessingthatHuaweireliesonitsowndeepR& Dtechnology,getsridoftheshacklesoftheUnitedStatesandbecomesaworld-class independententerprise,KHcompanyisdeeplyinspired,andrealizesthatthefundamental wayforanenterprisetosurviveisthatitsorganizationalmembershavesustainedcreativity. Asthehumancapitalofanenterprise,employeesarethesourceofitscorecompetitiveness. Asthefunctionofenterprisemanagement,trainingbringsuptalentsandpromotes performance.Trainingisnotonlyameansofunifyingunderstanding,unitingpeople'sminds andimprovingskills,butalsoanimportantwaytodiscoverthepotentialabilitiesof employees,gatherthewisdomofenterprisesandstimulatethepowerofinnovation. Therefore,KHcompanyreexaminesitsowntrainingsystem,putsforwardtheoptimization oftrainingsystemandtheestablishmentofhumanresourcestrategyoflearningenterprises, toinsurethestrategicchangeofenterprises.. Afterfullydefiningthesignificanceoftraininginenterprisedevelopment,thisstudy takesthetrainingsystemofKHcompanyastheresearchobject,analyzesthecurrent situationofthetrainingsystemofKHcompanybycombiningthecurrentdevelopment situationofKHcompany,andusesquestionnairesurvey,interview,observation,data collection,literatureanalysisandrelevantdatacollectionasthetheoreticalbasisforresearch. FurtheranalyzethecurrenttrainingsystemofKHCompany,andfindouttheproblemsinthe implementationprocess.AccordingtotheactualsituationofKHcompany,combinedwith theexperienceandsuccessfulpracticeofexcellententerprises,putforwardtheoptimization ideasandspecificoptimizationcontentstofittheneedsofthecompany'sreform.Thenew trainingsystemwillmoresuitableforKHCompany'sdevelopment.Byoptimizingthe trainingsystem,wecanhelpKHcompanyretainexcellentstaffandachievethestrategic goalofmatchingemployeeswiththecompany'sability. Throughthispaper,wecanachievethegoalabouttoprovideareferencecasefor helpingtheenterpriseswhofacingchangelikeKHCompany.Sotheenterprisescanadaptto Abstract III thechangesoftheoutsideworldandcreateconditionsforthechangeanddevelopmentof theorganization.Atpresent,mostofthetrainingworkindomesticenterprisesismainly manualwork,whichconsumesthecostofhumanresourcesandincreasestheburdenof enterprises.Intheprocessofoptimization,thisstudycombinesMISinformationtechnology, expandsthenewmodeofenterprisetraining,andfurtherwidensthepracticalscopeofMIS theory. Keyword:KHCompany;stafftraining;systemoptimization 广东工业大学硕士学位论文 IV 目录 摘要.........................................................................................................................................I Abstract...................................................................................................................................II 目录......................................................................................................................................IV Contents...............................................................................................................................VII 第一章绪论.............................................................................................................................1 1.1研究背景与意义.........................................................................................................1 1.2研究目标.....................................................................................................................2 1.3研究方法与技术路线.................................................................................................2 1.3.1研究方法...........................................................................................................2 1.3.2技术路线...........................................................................................................3 1.4论文的主要内容.........................................................................................................3 1.5论文创新点.................................................................................................................3 第二章文献综述.....................................................................................................................5 2.1国外研究动态和发展现状.........................................................................................5 2.2国内研究动态和发展现状.........................................................................................6 2.3相关理论.....................................................................................................................7 2.3.1培训基本理论...................................................................................................7 2.3.2ADDIE培训体系理论.....................................................................................8 2.3.3柯氏四级培训评估模式..................................................................................9 2.4本章小结...................................................................................................................10 第三章KH公司概况和现行培训体系...............................................................................11 3.1KH公司发展简介及基本概况.................................................................................11 3.2KH公司人力资源培训体系现状............................................................................13 3.2.1培训课程体系现状........................................................................................13 3.2.2培训讲师管理制度现状.................................................................................14 3.2.3培训效果评估现状........................................................................................14 3.2.4培训体系管理现状.........................................................................................15 3.3KH公司变革的内容...........................................