I 摘要 随着科技的发展和市场竞争的激烈化，国内外很多企业把培训作为增强发 展动力和促进企业发展的重要途径。随着生产规模的发展扩大和食品行业越来 越激烈的竞争，Q 公司正面临着发展的瓶颈，在这种背景下，原来那种粗放的培 训体系已经不能适应 Q 公司当前发展需要，只有通过优化管理层人员的培训体 系，增强管理层人员综合素质，才是 Q 公司解决目前困境的首选途径。 论文通过对培训管理理论、职业发展理论和学习型组织理论等理论的阐述， 掌握这些理论的要义，运用这些理论对 Q 公司的管理层人员培训体系进行全面 的审视，发现 Q 公司目前管理层人员的培训状况存在以下问题：一是培训制度 陈旧，组织体系松散；二是培训管理流程不合理，存在有始无终等问题；三是 培训内容老套，培训方式传统；四是培训资源不足，未能规范管理；五是培训 成果评估不科学，未能有效转化。 在对 Q 公司管理层人员的培训体系进行问题诊断与分析的基础上，有针对 性地对 Q 公司管理层人员的培训体系的优化提出以下思路：一是提出优化方案 设计的原则与思路；二是优化培训制度和组织体系；三是优化培训流程体系； 四是优化培训资源体系；五是优化培训成果的评价与转化体系。同时建立高层 管理人员对培训部门的联系制度、加强企业文化建设、加强学习型组织建设， 为管理层人员的培训体系的实施提供保障。 关键词：管理人员 培训体系 优化Abstract III Abstract With the development of science and technology and the fierce market competition, many enterprises at home and abroad take training as an important way to enhance the development power and promote the development of enterprises. With the expansion of the scale of development and more and more intense competition in the food industry, Q company is facing the bottleneck of development. Under this background, the original extensive training system does no longer meet the needs of Q company's current development. Only by optimizing the management training system and enhancing the comprehensive quality of the management personnel, is the first choice to solve the current difficulties of Q company. Through the explanation of the theories of training management, career development and learning organization, this paper grasps the essentials of these theories, and makes a comprehensive survey of the training system of Q company's management personnel by using these theories The following problems were found in the current management training situation of Q Company: firstly, the training system is old, the organizational system is loose; secondly, the training management process is not reasonable, there are problems such as beginning without end; thirdly, the training content is old-fashioned, traditional training methods; fourthly, training resources are insufficient, failed to standardize management; fifthly, the evaluation of training results is not scientific and can not be effectively transformed. Based on the problem diagnosis and analysis of the training system of Q company's management personnel, this paper puts forward the following ideas to optimize the training system of Q company's management personnel: the first is to put forward the principles and ideas of optimizing the scheme design; the second is to optimize the training system and organizational system; the third is to optimize the training process system; the fourth is to optimize the training resource system; and the fifth is to optimize the evaluation and transformation system of training results. At the same time, we should establish the contact system of the top management to the华侨大学硕士学位论文 IV training department, strengthen the construction of the enterprise culture and the construction of the learning organization, so as to guarantee the implementation of the training system for the management personnel. Key words：Management personnel Training system Optimizing目录 V 目 录 第 1 章 绪论............................................................................................................... 1 1.1 选题背景......................................................................................................... 1 1.1.1 国内外把培训作为促进企业发展的重要举措..................................... 1 1.1.2 对 Q 公司现存发展困境的思考............................................................. 2 1.1.3 对相关理论的实践思考......................................................................... 2 1.2 选题意义......................................................................................................... 3 1.3 国内外研究动态............................................................................................. 3 1.3.1 国外关于优化培训体系的研究............................................................. 3 1.3.2 国内关于优化培训体系的研究............................................................. 6 1.3.3 研究成果评述......................................................................................... 9 1.4 论文结构安排、研究方法和技术路线......................................................... 9 1.4.1 论文结构安排......................................................................................... 9 1.4.2 研究方法............................................................................................... 10 1.4.3 技术路线............................................................................................... 10 1.5 论文创新点................................................................................................... 11 1.6 本章小结....................................................................................................... 12 第 2 章 人力资源培训体系优化的相关理论基础................................................. 13 2.1 培训管理理论............................................................................................... 13 2.1.1 培训需求分析....................................................................................... 13 2.1.2 培训目标制定....................................................................................... 14 2.1.3 培训计划的拟定及实施....................................................................... 14 2.1.4 培训评估及反馈................................................................................... 15 2.1.5 闭环式管理理论................................................................................... 15 2.2 职业发展理论............................................................................................... 15 2.2.1 职业锚理论........................................................................................... 15 2.2.2 三维圆锥模型职业生涯路径模式....................................................... 16 2.2.3 廖氏理论............................................................................................... 16华侨大学硕士学位论文 VI 2.3 学习型组织理论........................................................................................... 17 2.3.1 克朗伯兹（Krumboltz）的社会学习理论......................................... 17 2.3.2 认知信息加工理论............................................................................... 17 2.3.3 “第五项修炼”理论........................................................................... 18 2.4 本章小结....................................................................................................... 18 第 3 章 Q 公司管理人员培训体系现状及问题分析.............................................. 21 3.1 Q 公司管理层人员培训情况与经营发展状况............................................ 21 3.1.1 Q 公司管理层人员基本结构及变动情况............................................ 21 3.1.2 Q 公司管理层人员培训体系运行情况................................................ 23 3.1.3 现行管理层人员培训体系对 Q 公司发展的影响............................... 27 3.2 Q 公司管理层人员培训体系调研................................................................ 28 3.2.1 调研目的与方法................................................................................... 28 3.2.2 调查问卷的设计与发放....................................................................... 28 3.2.3 调研问卷的结果统计与分析............................................................... 29 3.3 调研结论——Q 公司管理