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MBA毕业论文_省电力公司培训体系现状与改进方案研究PDF

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近年来,中国企业对培训工作得到空前的重视,因为各企业越来越清楚企 业培训对公司的成长和发展起着至关重要的作用。各企业想要稳定发展,企业就 必须要培养能够帮助自身发展的优秀员工,那么企业人力资源就必须要考虑到优 秀员工培养的关键之所在,企业想要提升员工的整体水平本身就是一个长期的过 程,并非一朝一夕就能完成的,这就需要企业人力资源构建系统培训体系,制定 相应的培训方案并实施跟踪,才能使得有所成效。因此,企业要实现逐渐发展, 人才培训培养是关键因素,那么就需要企业设计一套适合自身的培训体系。 本文以A公司为例,深入剖析了公司的培训体系。本文在第一章和第二章 主要对培训概念、培训体系构建、学习型组织理论、胜任能力模型等理论知识进 行了梳理,明确了培训对现代企业的发展起到的重要作用。经过近几年对培训的 实施,人力资源部设计了一系列调查问卷逐步对公司现有培训体系存在的问题进 行了深入分析,发现公司在培训中主要存在以下问题:“为完成任务而培训,优 秀人才成长平台狭窄;未突破单一的培训形式,缺乏培训培养相结合的特点;培 训管理不健全,未实现培训效果与投入产出成比例的特点;未改变培训与实践脱 节,未实现学、用、传的结合;未适应新技术与高效率管理模式,缺乏高端复合 型人才”。 针对公司培训体系出现的以上问题,本文对A公司面临的实际问题提出了 一些改进方案。一是根据员工能力素质要求为依据,从员工能力素质出发,基于 胜任力对培训需求进行分析;二是构建形成了A公司人员梯队培训培养特色的课 程体系,对培训课程体系中的各模块开发标准进行改进完善;三是不断将理论知 识与管理实践互相融合,帮助公司解决工作中出现的实际问题,并将公司培训师 资团队进行了层层把关,此次改进方案为A公司提高员工整体素质打下坚实基础。 关键词:培训体系 存在问题 改进方案 昆明理工大学专业学位硕士学位论文 A省电力公司培训体系现状与改进方案研究 II abstract In recent years, Chinese enterprises attach great importance to the training work, because more and more enterprises know that enterprise training plays an important role in the growth and development of the company. If all companies want stable development, the company must train excellent employees who can help them develop. Then the human resources of the company must consider the key to the training of excellent employees. The company wants to improve the overall level of employees is itself a long-term The process cannot be completed overnight. This requires corporate human resources to build a system training system, formulate corresponding training programs and implement tracking to make it effective. Therefore, to achieve gradual development of an enterprise, talent training is the key factor, so it is necessary for the enterprise to design a training system suitable for itself. Taking a company as an example, this paper deeply analyzes the training system of the company. In the first and second chapters, this paper mainly combs the training concept, training system construction, learning organization theory, competency model and other theoretical knowledge, and clarifies the important role of training in the development of modern enterprises. After the implementation of training in recent years, the human resources department has designed a series of questionnaires to analyze the problems existing in the company's existing training system step by step, and found that the company has the following problems in the training: "training for the completion of tasks, the growth of excellent talents is narrow; it has not broken through a single training form, lacks the characteristics of combining training and training; it has not changed Training and practice are divorced, and the combination of learning, using and transmitting is not realized; new technology and efficient management mode are not adapted, and high-end compound talents are not available. In view of the above problems in the company's training system, this paper puts forward some improvement plans for the practical problems faced by a company. First, according to the requirements of the staff's ability and quality, starting from the staff's ability and quality, and based on the competency, the training needs are analyzed; second, a curriculum system with the characteristics of a company's personnel echelon training is constructed to improve the development standards of each module in the training curriculum system; third, the theoretical knowledge and management practice are constantly integrated to help the company solve the problem The practical problems occurred in the course of work and the training team of the company was checked at all levels. The improvement plan laid a solid foundation for a company to improve the overall quality of its employees. Key words: training system Exist Problems optimization scheme 昆明理工大学专业学位硕士学位论文 A省电力公司培训体系现状与改进方案研究 i 目 录 摘要 ............................................................ I abstract .................................................... II 第一章 绪论 ............................................. 1 1.1 研究背景 .......................................... 1 1.2 研究目的与意义 .................................... 2 1.2.1研究目的 ..................................... 2 1.2.2 研究意义 .................................... 2 1.3研究内容与方法 .................................... 3 1.3.1研究内容 ..................................... 3 1.3.2研究方法 ..................................... 3 1.4技术路线 .......................................... 4 1.5 国内外研究现状 .................................... 5 1.5.1国外研究动态 ................................. 5 1.5.2国内研究动态 ................................. 6 第二章 相关理论基础 ...................................... 8 2.1培训体系理论研究 .................................. 8 2.1.1 学习型组织理论 .............................. 8 2.1.2 胜任素质模型理论 ............................ 9 2.1.3成人学习理论 ................................ 10 2.1.4 职业生涯管理理论 ........................... 10 2.1.5 需求层次理论 ............................... 11 2.2 培训体系构建 ..................................... 11 2.3 培训方式方法的研究 ............................... 12 2.3.1 案例研究法 ................................. 12 2.3.2 讲座法 ..................................... 12 2.3.3 角色扮演法 ................................. 13 2.3.4 演示法 ..................................... 13 2.3.5 PBL教学法 .................................. 13 昆明理工大学专业学位硕士学位论文 A省电力公司培训体系现状与改进方案研究 ii 2.3.6 行动学习法 ................................. 13 第三章 A公司培训体系现状分析 ............................ 14 3.1 A公司基本情况 ................................... 14 3.2 公司组织构架 ..................................... 14 3.3 公司员工培训体系现状 ............................. 15 3.3.1 公司人力资源发展现状 ....................... 15 3.3.2 公司培训需求趋势分析 ....................... 16 3.3.3 公司师资配置分析 ........................... 18 3.3.4 公司师资素质结构分析 ....................... 19 3.3.5 公司培训评估分析 ........................... 21 3.3.6 公司培训管理人员保障分析 ................... 24 3.4 公司培训体系存在的问题 ........................... 26 3.4.1 公司培训需求不明确 ......................... 26 3.4.2 培训内容与形式单一 ......................... 26 3.4.3 培训管理职责不清 ........................... 27 3.4.4 职业发展目标设置不合理 ..................... 27 3.4.5 培训效果转化率低 ........................... 27 3.4.6 公司培训缺乏激励 ........................... 27 3.5 公司培训体系存在问题的成因分析 ................... 28 3.5.1 为完成任务而培训,优秀人才成长平台狭窄 ...... 28 3.5.2 未突破单一的培训形式,缺乏培训培养相结合的特点28 3.5.3培训管理不健全,未实现培训效果与投入产出成比例的 特点 ............................................. 28 3.5.4 未改变培训与实践脱节,未实现学、用、传的结合 29 3.5.5 未适应新技术与高效率管理模式,缺乏高端复合型人 才 ............................................... 29 第四章 A公司培训体系改进方案设计 ....................... 30 4.1 公司培训体系改进设计的原则及目标 ................. 30 4.1.1公司培训体系改进设计的原则 .................. 30 4.1.2公司培训体系改进设计的目标 .................. 31 4.2 基于胜任素质模型的培训体系改进设计 ...........