开展培训是培养人才的主要方式之一，它不仅可以满足企业发展对于人力资源 的需要，满足企业更快、更好地实现经营目标和产品创新的需要，还可以满足员工 职业生涯规划目标的需要，达到激励员工的目的。因此，越来越多的企业把培训摆 到了人力资源管理的重要位置。目前，企业培训的形式花样繁多，社会上各种专业 培训机构也应运而生，然而培训迁移效果仍不尽如人意。员工接受培训后，不能充 分地把所学知识、技能转化到工作中、体现在绩效上，造成了资金、资源上的浪 费，这使得追求利益最大化的企业更加迫切地想要探索出有效提高培训迁移效果的 干预策略。 本文以 S 制造公司为例，围绕公司关注的培训迁移干预问题，查阅中外文献和 基础理论形成了理论支撑；结合 LTSI模型工具设计并发放调查问卷，对公司培训迁 移干预现状进行了科学调查；运用 spss21.0 分析软件对问卷数据进行了信度分析、 效度分析。实地访谈了公司培训负责人并与 32 名受训者座谈，结合问卷调查和面谈 情况，得出了公司培训迁移干预效果不佳的原因是忽视受训者的个人特质、管理者 对培训迁移缺少足够的支持、培训内容设计的前端分析不足、缺少培训迁移的跟进 机制四个方面问题。明确了培训迁移中组织干预思路、原则及预期，提出了促进自 我管理、寻求利益相关者支持、创建电子化学习社区的组织干预策略及建立发展性 评估机制、提高管理者培训技能和沟通力、构建知识共享的企业文化的保障措施。 希望可以帮助 S 制造公司解决培训迁移难题，为同类型企业实施组织干预提供借鉴 和参考，同时也希望为培训迁移干预的理论与实践研究拓展出新的思路。 关键词：员工培训，培训迁移，影响因素，干预策略II A Study on the Intervention Tactics of Staff Training Transfer in S Manufacturing Company Abstract Training is one of key ways to cultivate excellent talents, it can not only fulfill the demands of human resources for enterprises’ development, but also can meet the needs of enterprises to achieve business objectives and innovate products faster and better, and then to meet the needs of employees’ career development plans in order to encourage and motivate employees’ enthusiasm. Therefore, more and more companies have lay the training to an important position in the area of human resource management. Currently, there are various kinds of enterprises’ training, meanwhile, various professional training institutions have emerged. However, the results of training transfer have been still unsatisfactory. Employees could not fully transfer the knowledge and skills that they have learned into their work and reflect them in performance after they have been trained, which leads to the waste of funds and resources, and makes the enterprises that pursue maximum interests eager to explore more effective training transfer tactics. Took the S manufacturing company as an example and focused on the issues of training transfer, searched both of Chinese and foreign literature as well as basic theory to form a theoretical support; integrated with LTSI model tool to design and issue questionnaires and conducted a scientifically investigation on the current situation of companies’ training transfer; conducted an reliability analysis and effective analysis by using SPSS 21.0 statistical analysis software, interviewed the company’s training leaders and 32 trainees, through the investigation both of the questionnaires and interview, diagnosed the reason that the effects of company training transfer intervention as followings: neglects the personal trait of trainee, lacks of sufficient support from the managers, lacks of front-end analysis of training content, lacks of follow-up mechanism of learning transfer. Clarified the organizational intervention tactics, principles, and goals of the training transfer, puts forward the following organizational intervention tactics which need:increase self-restraint promotion, obtain support from related stakeholders, buildIII electronic social society; build a safeguard measures by building the developmental evaluation mechanism, enhance the training skill of trainers and their communication ability, as well as establish an co-share corporation culture. Hopes which can help S to solve the problem of training transfer, provides references for the implementation of organizational intervention of similar enterprises, and also hopes to expand new ideas for the theoretical and practical research of training transfer. Key words: employee training, training transfer, influencing factors, intervention tacticIV 目录 摘要.........................................................................................................................................I Abstract..................................................................................................................................II 第 1章 绪论...........................................................................................................................1 1.1 研究背景和意义.....................................................................................................1 1.1.1 研究背景.......................................................................................................1 1.1.2 研究意义.......................................................................................................2 1.2 国内外文献综述.....................................................................................................3 1.2.1 国外研究现状...............................................................................................3 1.2.2 国内研究现状...............................................................................................5 1.2.3 国内外研究现状评述...................................................................................7 1.3 主要研究内容........................................................................................................10 1.3.1 研究内容.....................................................................................................10 1.3.2 研究方法.....................................................................................................10 1.3.3 研究框架及技术路线图.............................................................................11 1.4 研究特色与创新点................................................................................................13 第 2章 相关概念和基础理论.............................................................................................14 2.1 相关概念................................................................................................................14 2.1.1 培训迁移.....................................................................................................14 2.1.2 组织干预.....................................................................................................14 2.1.3 利益相关者.................................................................................................14 2.2 基础理论................................................................................................................15 2.2.1 培训迁移相关理论.....................................................................................15 2.2.2 归因理论.....................................................................................................18 2.2.3 情境认知理论.............................................................................................19 第 3章 S 制造公司对员工培训迁移干预现状分析..........................................................20 3.1 公司基本概况及培训迁移干预现状....................................................................20 3.1.1 公司基本概况.............................................................................................20V 3.1.2 公司员工培训迁移干预概况.....................................................................25 3.2 公司员工培训迁移问卷调查与分析....................................................................26 3.2.1 问卷设计与发放.........................................................................................26 3.2.2 问卷基本信息统计.....................................................................................27 3.2.3 问卷信度分析............................................................................................