H建筑施工企業(yè)員工培訓體系設計
發(fā)布時間：2019-05-18 14:18
【摘要】：培訓對于企業(yè)具有重要意義。通過有效的培訓體系的建設,一方面企業(yè)可以迅速使員工掌握目前所急需的知識或技能,迅速轉換為生產(chǎn)力和競爭力;另一方面,通過與企業(yè)戰(zhàn)略的結合,企業(yè)可以迅速實現(xiàn)與此匹配的人才戰(zhàn)略布局,為企業(yè)未來的騰飛奠定寶貴的人才條件。而對于缺乏有效培訓的企業(yè),企業(yè)的當期效益可能明顯,但長遠看來由于缺乏了人力資本的提升與積累,必然在日益激烈的市場競爭中逐漸喪失企業(yè)競爭力。H企業(yè)作為一家大型建筑施工類企業(yè),在員工培訓過程中既會遇到企業(yè)培訓的一般性問題,又會因為自身建筑施工類企業(yè)的特殊性質,面臨特殊性問題。例如,H企業(yè)現(xiàn)有的員工培訓工作雖然也考慮到了未來的人才需求,但在結構上和數(shù)量上缺乏精準的把握,工作的開展也缺乏系統(tǒng)化、體系化,并忽略了企業(yè)長期的戰(zhàn)略規(guī)劃......此外,員工構成的復雜程度以及受教育水平的參差不齊同樣給培訓工作帶來一系列挑戰(zhàn)。對于以上問題如果不能及時處理,很容易影響到企業(yè)長期的健康發(fā)展,造成人才培養(yǎng)與現(xiàn)實需求脫節(jié),拉低企業(yè)的整體實力。本文認為,培訓體系的構建是一項系統(tǒng)工程,系統(tǒng)內(nèi)必須能夠容納需求分析、規(guī)劃制定、具體實施、效果評估與結果反饋等多方面的內(nèi)容,通過對這些不同子內(nèi)容的分析以及優(yōu)化,以實現(xiàn)研究目標的分解以及整合效用的最大化。另外,企業(yè)培訓體系應建立在充分分析H企業(yè)現(xiàn)有人才隊伍需求、供給、優(yōu)劣勢以及所面向市場環(huán)境的基礎上。因此,本文充分考慮以上兩個方面,在此基礎上提出人才隊伍建設的目標,并將該目標在企業(yè)培訓體系構建過程中更具有針對性地體現(xiàn)出來,以最大可能的保證企業(yè)人才供應鏈條的完整以及高效。具體研究上,本文以H企業(yè)員工培訓工作為研究對象,在梳理相關文獻、分析企業(yè)現(xiàn)有培訓工作優(yōu)缺點的基礎上,試圖搭建起H企業(yè)員工培訓的整個體系,從體系的指導思想、目標設計、設計原則、培訓組織、培訓對象及流程、培訓課程和培訓方式、培訓的支持保障等多個方面進行了詳細的論述與規(guī)劃。
[Abstract]:Training is of great significance to enterprises. Through the construction of an effective training system, on the one hand, enterprises can quickly enable employees to master the knowledge or skills urgently needed at present, and quickly convert them into productivity and competitiveness; On the other hand, through the combination with the enterprise strategy, the enterprise can quickly realize the matching talent strategic layout, and lay a valuable talent condition for the future take-off of the enterprise. For enterprises that lack effective training, the current benefits of enterprises may be obvious, but in the long run, due to the lack of the promotion and accumulation of human capital, H enterprises, as a large construction enterprise, will not only encounter the general problems of enterprise training in the process of staff training, but also gradually lose the competitiveness of enterprises in the increasingly fierce market competition. Because of the special nature of their own construction enterprises, they will face special problems. For example, although the existing staff training work of H enterprise also takes into account the future talent demand, but it lacks accurate grasp in structure and quantity, and the development of work is also lack of systematization and systematization. And ignore the long-term strategic planning of the enterprise. In addition, the complexity of employee composition and the uneven level of education also pose a series of challenges to training. If the above problems can not be dealt with in time, it is easy to affect the long-term healthy development of enterprises, resulting in talent training out of touch with the actual needs, pull down the overall strength of enterprises. This paper holds that the construction of training system is a systematic project, which must be able to accommodate demand analysis, planning, concrete implementation, effect evaluation and result feedback. Through the analysis and optimization of these different sub-contents, the decomposition of research objectives and the maximization of integration utility can be realized. In addition, the enterprise training system should be based on the full analysis of the demand, supply, advantages and disadvantages of the existing talent team and the market environment. Therefore, this paper fully considers the above two aspects, on this basis, puts forward the goal of talent team construction, and reflects the goal more pertinently in the process of enterprise training system construction. To ensure the integrity and efficiency of the enterprise talent supply chain to the greatest extent possible. In the specific research, this paper takes the staff training work of H enterprise as the research object, on the basis of combing the relevant literature, analyzing the advantages and disadvantages of the existing training work of the enterprise, trying to build the whole system of employee training of H enterprise, from the guiding ideology of the system, The goal design, design principle, training organization, training object and process, training course and training method, support and guarantee of training are discussed and planned in detail in many aspects, such as goal design, design principle, training organization, training object and process, training course and training method, support and guarantee of training, etc.
【學位授予單位】：北京交通大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.92
本文編號：2480076
[Abstract]:Training is of great significance to enterprises. Through the construction of an effective training system, on the one hand, enterprises can quickly enable employees to master the knowledge or skills urgently needed at present, and quickly convert them into productivity and competitiveness; On the other hand, through the combination with the enterprise strategy, the enterprise can quickly realize the matching talent strategic layout, and lay a valuable talent condition for the future take-off of the enterprise. For enterprises that lack effective training, the current benefits of enterprises may be obvious, but in the long run, due to the lack of the promotion and accumulation of human capital, H enterprises, as a large construction enterprise, will not only encounter the general problems of enterprise training in the process of staff training, but also gradually lose the competitiveness of enterprises in the increasingly fierce market competition. Because of the special nature of their own construction enterprises, they will face special problems. For example, although the existing staff training work of H enterprise also takes into account the future talent demand, but it lacks accurate grasp in structure and quantity, and the development of work is also lack of systematization and systematization. And ignore the long-term strategic planning of the enterprise. In addition, the complexity of employee composition and the uneven level of education also pose a series of challenges to training. If the above problems can not be dealt with in time, it is easy to affect the long-term healthy development of enterprises, resulting in talent training out of touch with the actual needs, pull down the overall strength of enterprises. This paper holds that the construction of training system is a systematic project, which must be able to accommodate demand analysis, planning, concrete implementation, effect evaluation and result feedback. Through the analysis and optimization of these different sub-contents, the decomposition of research objectives and the maximization of integration utility can be realized. In addition, the enterprise training system should be based on the full analysis of the demand, supply, advantages and disadvantages of the existing talent team and the market environment. Therefore, this paper fully considers the above two aspects, on this basis, puts forward the goal of talent team construction, and reflects the goal more pertinently in the process of enterprise training system construction. To ensure the integrity and efficiency of the enterprise talent supply chain to the greatest extent possible. In the specific research, this paper takes the staff training work of H enterprise as the research object, on the basis of combing the relevant literature, analyzing the advantages and disadvantages of the existing training work of the enterprise, trying to build the whole system of employee training of H enterprise, from the guiding ideology of the system, The goal design, design principle, training organization, training object and process, training course and training method, support and guarantee of training are discussed and planned in detail in many aspects, such as goal design, design principle, training organization, training object and process, training course and training method, support and guarantee of training, etc.
【學位授予單位】：北京交通大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.92
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