I 摘要 员工培训是企业提升人力资源资本、催化自身新陈代谢、增强企业市场竞争力的重 要手段，是企业能够可持续发展的核心要素。在企业对员工进行培训的过程中，受主观 和客观两个方面因素的影响，培训效果经常达不到预期。从主观方面来说，大部分企业 对于员工培训在认识上存在诸多误区，常见的有培训无用论、培训风险论等。从客观方 面来说，企业的培训预算、培训计划和流程的科学性、培训内容的合理性以及培训讲师 的授课水平等都是制约培训工作顺利开展的重要因素。因此，企业管理者必须认识到员 工培训的重要性，并建立起科学合理的员工培训体系，才能真正体现出培训的效用，在 复杂多变的市场中脱颖而出。 本文的研究对象大同移动公司是中国移动通信集团下属的子公司，是大同市内的国 有骨干企业。公司现行的员工培训体系中长期的培训计划不明确，缺少重要的培训环节， 培训内容缺乏针对性，同时缺乏有效的培训反馈机制，整个培训体系没有形成闭环管理 模式，不利于公司的长期发展，导致了公司缺乏竞争力。针对以上问题，本文对大同移 动公司现有的员工培训体系进行分析，在学习查阅国内外员工培训相关知识和理论的基 础上，通过文献调查、员工访谈、问卷调查等方式，找出存在问题的关键点，然后具体 分析问题产生的原因，重新构建并优化出一套更为科学的培训体系。本文主要从四个方 面对大同移动公司的员工培训体系进行优化。一是优化培训组织体系，通过公司各责任 部门的分工合作，构建员工培训保障组织，确保公司组织的各项培训工作能够得到顺利 开展。二是优化培训流程体系，从公司实际情况出发，优化相应的实施步骤和顺序，保 证培训工作的有序开展。三是优化培训课程体系，根据员工类型不同制定不同的培训课 程，保证培训内容贴近实际工作并达到培训效果。四是优化培训讲师体系，加强员工教 育培训与现代化员工队伍建设相结合，促进多层次、多类别、多技能人才队伍的建设。 关键词：移动公司；人力资源管理；员工培训Abstract II ABSTRACT Employee training is an important means for enterprises to improve human resource capital, catalyse their own metabolism, and enhance their market competitiveness, which is the core element of sustainable development of enterprises. In the process of training employees, influenced by subjective and objective factors, the training effect often fails to meet expectations. From the subjective point of view, there are many misunderstandings in the understanding of employee training in most enterprises, such as the theory of useless training, the theory of training risk, etc. Objectively speaking, the training budget, the scientificity of the training plan and process, the rationality of the training content and the teaching level of the trainers are all the important factors that restrict the smooth development of the training work. Therefore, enterprise managers must realize the importance of employee training and establish a scientific and reasonable employee training system in order to truly reflect the effectiveness of training and stand out in the complex and changeable market. The research object of this paper is Datong mobile company, a subsidiary of China Mobile Group, which is a state-owned backbone enterprise in Datong City. The current employee training system of the company has unclear long-term training plan, lack of important training links, lack of targeted training content, and lack of effective training feedback mechanism. The whole training system does not form a closed-loop management mode, which is not conducive to the long-term development of the company, resulting in the lack of competitiveness of the company. In view of the above problems, this paper analyzes the existing staff training system of Datong mobile company, on the basis of learning and consulting the relevant knowledge and theories of staff training at home and abroad, through literature survey, employee interview, questionnaire survey and other ways, to find out the key points of the existing problems, and then specifically analyze the causes of the problems, rebuild and optimize a set of more scientific training System. This paper mainly from four aspects of Datong mobile company staff training system optimization. First, optimize the training organization system, through the division of work and cooperation of each responsible department of the company, build employee training guarantee organization, and ensure that all training work organized by the company can be carried out smoothly. Second, optimize the training process system, optimize the corresponding implementation steps and sequence from the actual situation of the company, and ensure the orderly development of the training work. The third is to optimize the training course system, according to different types of employees to develop different training courses, to ensure that the training content is close to the actual work and achieve the training effect. Fourth, optimize the training instructor system, strengthen the combination of employee education and training with the construction of modern employee team, and promote the construction of multi-level, multi category and multi skilled talent team.Abstract III Key Words:Mobile company; human resource management; staff training目录 IV 目录 第 1 章 绪论.............................................................................................................................1 1.1 研究背景及意义.........................................................................................................1 1.1.1 研究背景...........................................................................................................1 1.1.2 研究意义...........................................................................................................1 1.2 国内外研究现状.........................................................................................................2 1.2.1 国外研究现状...................................................................................................2 1.2.2 国内研究现状...................................................................................................3 1.2.3 文献评述...........................................................................................................4 1.3 研究内容与研究方法.................................................................................................4 1.3.1 研究内容...........................................................................................................4 1.3.2 研究方法...........................................................................................................5 第 2 章 相关概念与理论基础.................................................................................................6 2.1 培训的概念、特点及内容............................................................................................6 2.2 培训体系的概念及构成.............................................................................................7 2.3 相关的培训理论.........................................................................................................8 2.3.1 成人学习理论...................................................................................................8 2.3.2 培训需求理论...................................................................................................9 2.3.3 目标设定理论...................................................................................................9 2.3.4 效果评价理论...................................................................................................9 第 3 章 大同移动公司员工培训体系现状及问题分析.......................................................10 3.1 大同移动公司现行员工培训体系及问卷调查.......................................................10 3.1.1 大同移动公司现行员工培训体系.................................................................10 3.1.2 大同移动公司培训问卷调查分析.................................................................11 3.2 大同移动公司现行员工培训体系中存在的问题...................................................17 3.2.1 中长期培训规划不明确.................................................................................17 3.2.2 缺少重要的培训环节.....................................................................................18 3.2.3 培训内容缺乏针