摘要
摘要
民用航空器的运输安全依托于设计、生产、驾驶、维修全流程的管控，维修工作是
保证安全的最后一道红线，而维修质量是维修工作成功与否决定性的因素。飞机维修人
员需要夯实的专业基础、熟练的技能与扎实的工作作风才能够确保维修工作的质量合格，
因此维修人员能力水平与工作作风的提升是保证民航业持续稳定发展的重要因素。维修
人员的培训工作依托民航规章的要求，起步较为完善，但是目前民航维修企业对维修人
员提供的培训还比较机械式，仅仅停留在匹配员工个人专业能力素质达到监管单位的标
准层面，而忽视了将培训作为员工发展的重要内容，从人力资本的角度提升员工绩效及
公司收益。ES公司成立于 2017年底，公司成立后迅速扩张，员工人数不断增加，部分
员工内部提拔后管理能力缺乏；同时公司不断开发建设新的维修能力，对维修人员的专
业素质提出了更高的要求。这反应了 ES公司现行的培训体系在满足行业监管的同时，
更需要达到人力资源管理的目的，实现人才的开发与持续培养。
本文基于民航维修企业培训工作的特点，通过对培训、培训体系的归纳梳理，运用
胜任力模型理论、人力资本理论、柯氏四级评估模型理论以及学习型组织理论对 ES公
司现行的维修人员培训体系进行了分析；并采用问卷调查、访谈等形式，收集了维修人
员培训体系运行过程中存在的问题，并分析了问题产生的原因，现行的培训体系在培训
需求分析阶段不够深入，培训课程设置存在缺陷，培训计划部门间协调困难，兼职教员
不足，授课形式较为单一以及培训效果评估不到位等问题；通过建立维修人员胜任力模
型对培训需求进行调整、重新设计开发课程体系、完善培训计划与实施、加强培训有效
性评估，从而对 ES公司飞机维修人员培训体系进行改进；最后为培训体系改进实施保
障，实施新的培训体系可能会遇到各种各样的问题，为解决此类问题，本文考虑到通过
一定的保障措施，能够减少培训体系优化和提升所带来的阻碍和困难，对此，本文提出
了组织、制度以及文化等保障措施。
本文希望通过对 ES公司维修人员培训体系存在问题的分析和改进建议的提出，为
全国同类型的民用航空器维修企业提供一定的借鉴和参考价值。
关键词：民航维修，维修人员，培训体系改进方案
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西北大学硕士学位论文
ABSTRACT
The transportation safety of civil aircraft depends on designing, producting, driving and
maintenance, an all process control. The maintenance work is the last red line to ensure the
safety, and the maintenance quality is the decisive factor to the success of maintenance work.
The quality of maintenance work highly relies on the skill, profession and work style of
maintenance personnel. So, the skill and technical level’s improvement contribute a lot to the
sustainable and stable development of civil aviation industry. Maintenance personnel’s training
work depends on civil aviation regulations and requirements, started from higher level. But at
present, the trainings provided by MRO for them are mechanical, only stay in matching
employees' personal professional ability with the standard level of supervision, not regard
training as an important content of staff development, not improve employee performance and
company revenue from the perspective of human capital. ES company was established at the
end of 2017, since then, the company expands rapidly, the number of employees increases
consistently, some employees lack management ability after internal promotion. Meanwhile,
ES company continues to apply for new maintenance capacities, which puts forward higher
request to professional ability of maintenance personnel, which reflects that in addition to meet
industry regulations, it is more necessary for current training system of ES company to achieve
the purpose of human resource management, realize talents development and cultivation.
This paper is based on the characteristics of civil aviation maintenance enterprises training work,
through organizing of training, training system, using Competence Model theory, Human
Capital theory, Kirkpatrick Four Levels Assessment Model theory and Learning Organization
theory to analyze the current training system of maintenance personnel of ES company. With
the ways of questionnaire and interview to analyze training system’s problems and reasons of
ES company aircraft maintenance personnel, and providing corresponding solutions. For the
current training system, the training needs analysis is not deep enough, training course setting
is unreasonable, training plan coordinating has problem, the number of trainers is not enough,
training method is simple and training effect evaluation is not enough. By establishing
competence model of maintenance personnel to adjust training needs, improving the training
curriculum, designing the training program in a diversified way, and strengthening the
evaluation of training effectiveness, to improve the training system of aircraft maintenance
personnel in ES Company. At last, providing safeguard measures for training system
improvement. It may meet all kinds of problems when implementing a new training system. In
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