本文選題：員工培訓(xùn) + 培訓(xùn)管理體系�。� 參考：《西南交通大學(xué)》2016年碩士論文

【摘要】：鑒于人力資源培訓(xùn)管理在當(dāng)下的企業(yè)管理中占據(jù)著越來(lái)越重要的地位,而我國(guó)目前的企業(yè)員工培訓(xùn)主要停留在盲目的模仿和照抄國(guó)外的通行做法,對(duì)于國(guó)內(nèi)的實(shí)際企業(yè)員工素質(zhì)并沒(méi)有起到較為積極的作用,并且由于沒(méi)有一個(gè)系統(tǒng)的評(píng)價(jià)體系,員工對(duì)于企業(yè)組織的培訓(xùn)并沒(méi)有一個(gè)系統(tǒng)的認(rèn)知,做好做壞都不會(huì)對(duì)自己產(chǎn)生后果較為嚴(yán)重的影響,因而員工參與培訓(xùn)的積極性不是很高。本文以A公司為例,對(duì)改公司的人力資源培訓(xùn)現(xiàn)狀進(jìn)行了研究,通過(guò)實(shí)地考察,在問(wèn)卷調(diào)查的基礎(chǔ)上,洞察A公司員工培訓(xùn)管理過(guò)程中出現(xiàn)的問(wèn)題,基于此得出A公司在自身培訓(xùn)體系建設(shè)方面的缺陷,指出了培訓(xùn)需求分析不足、員工培訓(xùn)時(shí)間短、培訓(xùn)針對(duì)性差、對(duì)于未來(lái)的職業(yè)前景規(guī)劃與預(yù)測(cè)性低下等是A公司員工培訓(xùn)存在的普遍問(wèn)題,同時(shí)也指出了員工在積極激勵(lì)的條件下,有利于A企業(yè)員工培訓(xùn)的實(shí)施�；谏鲜霈F(xiàn)狀分析,本文在充分吸收前人關(guān)于員工培訓(xùn)體系建立的優(yōu)秀成果之后,結(jié)合AHP評(píng)價(jià)模式和模糊綜合評(píng)價(jià)法,對(duì)于A公司員工培訓(xùn)管理體系進(jìn)行了改進(jìn)和創(chuàng)新,基于培訓(xùn)的四個(gè)關(guān)鍵環(huán)節(jié)構(gòu)建了“A公司員工培訓(xùn)體系”,并對(duì)各步驟的模塊進(jìn)行了詳盡設(shè)計(jì),構(gòu)建了培訓(xùn)評(píng)估模型,對(duì)培訓(xùn)過(guò)程前以及培訓(xùn)過(guò)程中和培訓(xùn)過(guò)程后的維度指標(biāo)進(jìn)行合理的構(gòu)建,取得了良好的評(píng)價(jià)效果。
[Abstract]:As the management of human resources training occupies an increasingly important position in the current enterprise management, the current training of employees in our country mainly stays in the blind imitation and copying of foreign practice, which does not play an extremely important role in the quality of the actual enterprise staff in China, and because there is no system. In the evaluation system, the employees do not have a systematic cognition for the training of the enterprise organization, and doing well does not have a serious impact on their own consequences. Therefore, the enthusiasm of the employees to participate in the training is not very high. This paper, taking A company as an example, studies the status of the training of human resources in the company, and through the field investigation, the questionnaire is transferred to a questionnaire. On the basis of the investigation, the problems appeared in the process of training and management of employees of A company were observed. Based on this, the defects of A company in the construction of their own training system were obtained. The shortage of training demand analysis, short training time, poor training pertinence, the future career prospects and low predictability were found in the training of employees of the A company. At the same time, it also points out that employees are encouraged to carry out the training of A employees under the conditions of active motivation. Based on the above analysis, this paper, after fully absorbing the outstanding achievements of the predecessors on the establishment of the staff training system, combines the AHP evaluation model and the fuzzy comprehensive evaluation method, and has carried out the training management system for the employees of the A company. The improvement and innovation, based on the four key links of training, constructed the "A company employee training system", and made a detailed design of the modules of each step, constructed the training evaluation model, constructed the rational construction of the dimension indexes before the training process, the training process and the training process, and achieved good evaluation results.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92

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本文編號(hào)：1938603