本文選題：培訓體系　切入點：優(yōu)化設計　出處：《山東大學》2012年碩士論文

【摘要】：當前,郵政事業(yè)發(fā)展面臨著激烈的市場競爭,既要防范經濟形勢變化帶來的外在風險,也要承擔企業(yè)運營深層次問題帶來的內部壓力。迫切需要一支素質高、業(yè)務強、能夠緊跟企業(yè)發(fā)展步伐的員工隊伍�！叭瞬艔娻]”戰(zhàn)略是企業(yè)發(fā)展戰(zhàn)略的重要組成部分,人力資源開發(fā)是“人才強郵”戰(zhàn)略的核心內容。企業(yè)迫切需要掀起新一輪大規(guī)模教育培訓,建立企業(yè)“自己的”培訓體系。 郵政局傳統(tǒng)形式的培訓體系基本依托于課堂教學,無系統(tǒng)性和計劃性可言。日常培訓工作主要是配合技術業(yè)務發(fā)展和企業(yè)改革的需要,重點開展了新員工培訓、崗位技能培訓和業(yè)務技術培訓；授課形式為灌輸式,僅注重于授課老師向學員單方面宣貫,不能適應企業(yè)快速發(fā)展的需要,且不能形成閉環(huán)反饋質量評價體系和管理體系。 本文就是在這一背景下,從人力資源培訓理論和系統(tǒng)論的角度著眼,從郵政職工培訓體系的現(xiàn)狀出發(fā),借鑒聯(lián)想控股有限公司的員工培訓體系,總結出我國郵政職工培訓體系中不適應郵政運營的突出問題,。通過對東營市郵政局的實證研究,提出了適應新形勢下的東營郵政員工崗位培訓體系。并根據(jù)這一體系,研發(fā)了東營市教育培訓積分管理辦法,將培訓體系與人才梯隊建設和員工職業(yè)生涯規(guī)劃結合起來,有效降低企業(yè)用人風險,提升教育培訓的收益。以期對類似情況的國有企業(yè)培訓工作給予一定的參考價值,為郵政行業(yè)的員工培訓提供有效借鑒。 本文創(chuàng)新性主要表現(xiàn)在三個方面：一是本課題設計的郵政員工培訓體系既符合現(xiàn)代人力資源培訓管理理論,又符合東營市郵政局員工現(xiàn)狀,理論聯(lián)系實際,科學合理,具有較強的針對性和可操作性；二是努力實施本課題設計的東營市郵政局員工培訓體系方案,將企業(yè)戰(zhàn)略通過逐級細化,實現(xiàn)將企業(yè)戰(zhàn)略細化為員工的行為,通過培訓體系確保企業(yè)、部門和員工目標方向的一致性,從而保證企業(yè)錢略的實現(xiàn)；三是結合我國郵政事業(yè)發(fā)展要求,依據(jù)企業(yè)培訓理論,對郵政員工的培訓體系進行了設計,并對培訓的流程,包括培訓需求、培訓計劃的制定、培訓計劃的實施、培訓效果的評估、培訓保障措施進行了設計分析,將為郵政事業(yè)高速發(fā)展提供強有力人力資源支撐。
[Abstract]:At present, the development of postal service is faced with fierce market competition. It is necessary to guard against the external risks brought by the changes of the economic situation and to bear the internal pressure brought about by the deep-seated problems in the operation of enterprises.An urgent need for a high-quality, strong business, can keep up with the pace of enterprise development staff.The strategy of "talent strengthening mail" is an important part of enterprise development strategy, and the development of human resources is the core content of "talent strengthening mail" strategy.Enterprises urgently need to set off a new round of large-scale education and training, and establish their own training system.The traditional form of post office training system is based on classroom teaching, no systematic and planning to speak of.The daily training work is mainly in line with the needs of technical business development and enterprise reform, focusing on the training of new employees, post skills training and business technology training.It can not meet the needs of rapid development of enterprises, and can not form closed-loop feedback quality evaluation system and management system.Under this background, from the angle of human resource training theory and system theory, starting from the present situation of postal staff training system, this paper draws lessons from the employee training system of Lenovo Holdings Co., Ltd.Summary our country postal worker training system does not adapt to the outstanding problems of postal operation.Based on the empirical study of Dongying Post Office, this paper puts forward the post training system of Dongying Post Office which adapts to the new situation.According to this system, the management method of educational training integral in Dongying city is developed, which combines the training system with talent echelon construction and staff career planning, effectively reduces the risk of employment in enterprises and promotes the income of education and training.In order to provide some reference value for the training of state-owned enterprises in the similar situation, and provide effective reference for the staff training of postal industry.The innovation of this paper is mainly manifested in three aspects: first, the postal staff training system designed by this subject not only conforms to the modern human resource training management theory, but also conforms to the present situation of the staff of Dongying Post Office, which combines theory with practice, and is scientific and reasonable.Through the training system to ensure the consistency of the objectives of enterprises, departments and employees, so as to ensure the realization of corporate money strategy; third, according to the requirements of the development of China's postal industry, according to the theory of enterprise training, the postal staff training system is designed.The training process, including the training demand, the formulation of the training plan, the implementation of the training plan, the evaluation of the training effect and the training guarantee measures, are designed and analyzed, which will provide a strong human resource support for the rapid development of the postal service.
【學位授予單位】：山東大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F272.92;F616

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