有效的人才培训是当今企业发展的基石，同时也是知识经济时代保持企业经久不衰 的重要手段。打造企业核心竞争力的根源在于培养优秀的人才。根据当代人力资源管理 的理论，建构一套属于企业自身的独特人才培训体系是提高企业经济效益的重要保障。 本文立足 ZX 碳素公司，运用管理学、人力资源管理、社会学等学科的基本概念和 原理，通过问卷调查、实地考察及深度访谈等方法，对 ZX 碳素公司培训体系现状进行 了分析，指出 ZX 碳素公司在员工培训方面存在着缺少对需求的剖析、所制定的培训内 容与员工发展目标不相符、没有培训师的选拔机制等问题，并指出解决这些问题的关键 在于增加对培训的重视程度，充分了解员工的需求关于员工培训需求。基于胜任力模型， 对 ZX 碳素公司员工的职位类别进行横向和纵向的职位序列和层级划分，并分析该公司 对于不同职位员工基于胜任力的素质要求，明晰 ZX 碳素公司员工培训需求，从培训组 织体系和培训过程、方法等方面优化公司培训体系，并从组织、制度、资金和后勤等方 面探讨了实施该培训体系的保障措施，从而保证公司持续、健康、稳定发展。 关键词：胜任力素质；胜任力模型；培训体系西安建筑科技大学大学硕士论文 Research on the optimization of employee training system of ZX carbon company based on Competency Model Specialty: business administration Author:Wang Sai Supervisor: Song Qi Abstract Talent training is the foundation of enterprises development, and an important approach to keep their booming in the era of knowledge economy. The core competitiveness of an enterprise lies in the cultivation of talents. Based on the theory of modern human resource management, it plays a key role on the increase of economic efficiency for an enterprise to build a set of its own talent training system. Based on the basic concepts and principles of management, human resource management, sociology and other disciplines, this paper analyzes the current situation of training system of ZX Carbon Company by means of questionnaire survey, on-the-spot investigation and in-depth interview, pointing out that ZX Carbon Company lacks the analysis of needs, the training content is inconsistent with the employee development law，there is no relevant rule for the selection of trainers. The key to solve these problems is to pay more attention to the training and fully understand the needs of employees. Based on the competency model, we divide the position of ZX Carbon Company into different levels horizontally and vertically, analyze the competency based quality requirements of the employees in different positions, clarify the training needs, optimize the training system, training process and methods. Besides, we discuss the feasibility of this training system with support from organization, regulation, funds and logistics, so as to ensure the sustainable, healthy and stable development of the company. Keywords：Competency Model;Training system;Evaluation of Training Effectiveness西安建筑科技大学大学硕士论文 I 目 录 1 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............................................................................................................2 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....................................................................................................4 1.3 研究内容以及方法.......................................................................................................6 1.3.1 研究内容............................................................................................................6 1.3.2 研究方法............................................................................................................7 2 基本概念界定和相关理论基础..............................................................................................8 2.1 基本概念界定...............................................................................................................8 2.2.1 胜任力................................................................................................................8 2.2.2 胜任素质............................................................................................................8 2.2.3 胜任力模型........................................................................................................9 2.2.4 培训体系..........................................................................................................11 2.2 相关的理论基础.........................................................................................................11 2.2.1 胜任素质模型..................................................................................................11 2.2.2 贝克尔理论......................................................................................................14 2.2.3 胜任素质建模流程与方法..............................................................................14 3.1ZX 碳素公司基本情况............................................................................................... 16 3.1.1 公司简介.........................................................................................................16 3.1.2 组织机构.........................................................................................................16 3.1.3 ZX 碳素公司员工基本情况及特点............................................................... 17 3.2 ZX 碳素公司员工培训管理现状.............................................................................. 19 3.2.1 培训理念..........................................................................................................19 3.2.2 ZX 碳素公司的培训流程说明....................................................................... 20 3.2.3 新员工培训......................................................................................................21 3.2.4 不定期的管理培训..........................................................................................22 3.3 ZX 碳素公司员工培训体系存在问题分析.............................................................. 23 3.3.1 缺乏相应的培训需求分析..............................................................................23 3.3.2 培训与发展脱节..............................................................................................23西安建筑科技大学大学硕士论文 II 3.3.3 培训缺乏系统性..............................................................................................24 3.3.4 培训缺乏后期跟进..........................................................................................24 3.3.5 培训师无筛选及考核机制..............................................................................24 3.4 ZX 碳素公司职工的培训体系问题的根源分析...................................................... 24 3.4.1 对基层员工缺乏足够的重视..........................................................................24 3.4.2 缺乏有效的培训体系......................................................................................25 4 ZX 碳素公司员工胜任力模型的构建................................................................................. 26 4.1 ZX 碳素公司员工胜任力特征提取方法.................................................................. 26 4.2 ZX 碳素公司员工合理的胜任能力.......................................................................... 26 4.2.1 全员核心能力..................................................................................................26 4.2.2 领导力..............................................................................................................29 4.2.3 专业胜任力.........................................................