A Dissertation Submitted to Guangdong University of Technology
for the Degree of Master
（Master of Business Administration）
Research on optimization of professional and
technical personnel training system in LY Company
Candidate:Lai Junyu
Supervisor:Prof. Peng Jiamin
May 2022
School of Management
Guangdong University of Technology
Guangzhou, Guangdong, P. R. China, 510006
摘要
摘要
LY公司从 2015年数字化转型，到 2020年启动智慧水务战略，经过数年的改制和
改革，取得了长足发展和进步，已成为具有一定盈利能力和规模的国有控股企业。
但是，LY公司专业技术人才发展跟不上企业发展的问题越发严峻，制约企业发展
壮大的关键因素主要包括专业技术人才紧缺、思想观念落后、知识技能老化、管理缺
乏创新等，其中专业技术人员的数量和质量与企业快速发展需求不匹配问题尤为突出。
因此，LY公司为了适应新环境，有必要对专业技术人员培训体系进行优化。
首先，本研究从组织战略、人力资源、培训体系等三大层面，对LY公司的现状进
行解读。主要包括公司基本情况、组织战略与目标、人才发展战略、人力资源构成、
岗位层次分类、专业技术人员构成、培训体系发展历程、专业技术人员课程体系等。
其次，本研究为了论证并实践ADDIE模型构建优化培训体系的可行性，结合问卷
调查和深度访谈的数据分析，得出LY公司专业技术人员培训体系当前比较迫切需要解
决的问题。其中包括培训需求识别不准确、培训课程设计不合理、培训师资资源不足、
培训实施技术落后、培训效果评估缺失等五大问题。针对上述问题利用鱼骨图和五问
法进行分析，并得出培训管理责任错位、人才开发课程缺失、讲师激励制度缺失、知
识共享平台缺失、培训评估流程缺陷等多个关键原因。
再次，本研究提出LY公司专业技术人员培训体系优化的解决方案。通过实践构建
基于胜任力模型的需求分析模块、人才开发的课程设计模块、内外协同的师资开发模
块、混合式学习的培训实施模块、培训全过程的效果评估模块等五大模块，利用系统
工程方法搭建了适应LY公司未来一段较长时间的专业技术人员发展的培训体系。
最后，从制度保障、资金保障、组织保障、技术保障等四个方面，阐述LY公司专
业技术人员培训体系优化方案的保障措施，其中包括年度培训计划、绩效考核制度、
培训预算费用支持、内容创作激励、培训职能归口管理、内训师团队建设、知识共享
平台、协同办公平台等多个保障措施，使整个培训体系得到有效实施。
关键词：培训体系；ADDIE；胜任力模型；协同理论；混合式学习
I
广东工业大学硕士专业学位论文
ABSTRACT
From the digital transformation in 2015 to the smart water strategy in 2020, LY
Company hasmade considerabledevelopment andprogress afterseveral yearsof
restructuring and reform, and has become a state-owned holding enterprise with certain
profitability and scale.
However, the problem that the development of professional and technical personnel of
LY Company can not keep up with the development of the enterprise is becoming more and
more serious. The key factors restricting the development and growth of the enterprise
mainly include the shortage of professional and technical personnel, backward ideas, aging
knowledge and skills, lack of innovation in management, etc., especially the mismatch
between the quantity and quality of professional and technical personnel and the rapid
development needs of the enterprise. Therefore, in order to adapt to the new environment,
LY Company needs to optimize the professional and technical personnel training system.
Firstly, this study interprets the current situation of LY Company from three aspects:
organizational strategy, human resources and training system. It mainly includes the basic
situation of the company, organizational strategy and objectives, talent development strategy,
composition of human resources, classification of post levels, composition of professional
and technical personnel, development process of training system, curriculum system of
professional and technical personnel, etc.
Secondly, in order to demonstrate and practice the feasibility of constructing and
optimizing the training system with Addie model, combined with the data analysis of
questionnaire survey and in-depth interview, this study obtains the problems that need to be
solved urgently in the professional and technical personnel training system of LY Company.
It includes five major problems: inaccurate identification of training needs, unreasonable
training curriculumdesign, insufficient training teacherresources, backward training
implementation technology and lack of training effect evaluation. In view of the above
problems, the fishbone diagram and five questions method are used to analyze, and many
II