摘 要
在新冠肺炎疫情危机影响下，我国经济与世界经济都面临着巨大的挑战。
2020年4月，在2018年中央经济工作会议提出的“六稳”方针的基础上，中央
又提出了“六保”。 “六稳”和“六保”的第一项都是就业。。贵州 YS 公司
是一家以土鸡育苗育种、生态养殖、加工和销售为主营业务的国有企业。在这样
的大背景下，贵州 YS公司招收了很多当地劳动力作为公司员工，为当地政府的
就业工作做出了较大贡献。而要稳定就业，就务必全面提高劳动力的素质。企业
员工知识水平的提升、劳动技能的增强、心态的转变、自我价值的认同、职业生
涯的规划以及对公司的认同感、归属感等方面的实现都需要对他们进行培训。
本文以贵州 YS公司员工培训为研究对象，运用了文献研究法与问卷调查法。
本研究有其创新之处:，一是本研究所选企业的员工总体文化水平偏低，亟待需
要培训；二是在疫情危机对经济的冲击及激烈的市场竞争环境下，对企业员工培
训的研究在很大程度上助力于社会的就业稳岗。此外，本文还提到：在全球疫情
危机影响下，公司对员工的培训课程、培训手段发生了转变，线上课程占比增大；
同时在信息技术飞速发展的时代背景下，大数据技术，互联网+技术、人工智能
等技术的普遍运用，要求公司对员工的培训在诸多方面都要进行完善和更新。
研究的主要内容包括：一是阐述了研究的背景、意义，目的等，明确本文研
究的整体方向与目的。二是梳理了与课题相关的国内外研究文献，提炼出对文章
有支撑力的主要观点并对相关概念与理论基础进行界定与阐释。三是通过实地调
研与问卷调查，分析出贵州 YS公司员工培训现状。四是根据公司员工培训现状
归纳出培训存在的问题并对其成因进行剖析。五是针对公司员工培训在培训需求、
培训目标、培训课程、培训讲师、培训效果评估及培训保障方面存在的问题，提
出相应的解决措施。这些措施包括：提升培训需求识别的精准性、科学设计培训
目标、建设优质的讲师队伍、丰富课程内容与形式，科学评估与反馈、提高公司
及员工对培训的认知度与重视度、营造良好的文化氛围、变革组织结构与强化培
训职能，建立与健全培训制度、投入充足的培训经费。六是总结出研究的主要结
论，研究的局限与下一步的研究方向。
关键词：培训
员工 贵州 YS公司
III

Abstract
Under the influence of the Novel Corona virus Pneumonia crisis, the China and
the world economy are facing great challenges. In April 2020, on the basis of the
“ stability on the six fronts” policy put forward by the central economic work
conference in 2018, the central government put forward the policy of the “security in
the six areas”. “Ensuring stability in employment” is the first item of the “stability on
the six fronts” policy, meanwhile “ensuring security in job” is the first term of the
“security in the six areas” policy. Guizhou YS Company is a state-owned enterprise
mainly engaged in native chicken seedling and breeding, ecological breeding,
processing and marketing. Under such a background, Guizhou YS Company has
recruited a lot of local labor force as its employees, which has contributed to the
employment of the local government. To ensure stability in employment, it is
necessary to improve the quality of the labor force in all aspects. The improvement of
employees' knowledge level, the enhancement of labor skills, the change of mentality,
the recognition of self-worth , the planning of career, and the realization of the
company's sense of identity and belonging all require training for employees.
Taking the employees training of Guizhou YS Company as the research object,
this paper uses literature research method and questionnaire survey method. This
study has some innovations. First, the overall cultural level of employees in the
enterprise selected in this study is low, and training is urgently needed; Second, under
the impact of the epidemic crisis on the economy and the fierce market competition
environment, the research on enterprise staff training helps to stabilize the
employment of the society to a great extent. In addition, it is mentioned that under the
influence of the global epidemic crisis, the company's training courses and training
methods for employees have changed, and the proportion of online courses has
increased. Meanwhile, under the background of rapid development of information
technology, the widespread application of big data technology, Internet plus
technology, artificial intelligence and other technologies requires that the training of
employees be improved and updated in many aspects.
The main contents of the study include: The first is to expound the background,
significance, and defines the overall direction and purpose of this study. The second is
to sort out the domestic and foreign research literature related to the subject, extract
the main viewpoints that support the article，and define and explain the relevant
IV

concepts and theoretical basis. The third is to, through field investigation and
questionnaire survey, this paper analyze the current situation of employees training of
Guizhou YS Company. The fourth is to summarize the training problems based on the
current situation of employees training of the company, and analyze their causes. The
fifth is to put forward solutions to the problems existing in employee training of the
company in terms of training needs, training objectives, training courses, training
lecturers, training effect evaluation and training guarantees. These measures include:
improving the accuracy of training needs identification, scientifically designing
training objectives, establishing a high-quality lecturer team, enriching the contents
and forms of the course, scientific evaluation and feedback, improving the awareness
and attention of the company and employees to training, creating an excellent cultural
atmosphere, changing the organizational structure and strengthening training
functions, establishing and improving the training system, and investing sufficient
training funds. The sixth is to summarize the main conclusions, the limitations of the
research, and the next research direction.
Key words: Training; Employees; Guizhou YS Company
V
。。。以下略