本文選題：礦業(yè)企業(yè) + 人力資源開發(fā)�。� 參考：《首都經(jīng)濟貿(mào)易大學》2015年碩士論文

【摘要】：在當今這個信息高速發(fā)展的知識經(jīng)濟時代,能夠推動經(jīng)濟高速發(fā)展的核心實力就是知識與能力。其力主要附于人才,企業(yè)的競爭--歸根結(jié)底就是人才的競爭。通過本人大量的研究和調(diào)查后發(fā)現(xiàn)我所在的蒙古國新興的礦業(yè)企業(yè)雖然面臨挑戰(zhàn),但也享有很多機遇。目前,蒙古國礦業(yè)企業(yè)之間的競爭已經(jīng)到了白熱化階段,要想在眾多的同行業(yè)公司中脫穎而出并取得可持續(xù)發(fā)展的業(yè)績,就必須高度重視人才開發(fā)并優(yōu)化員工的培訓方式和培訓管理的工作。企業(yè)員工的培訓在蒙古國來說還處于創(chuàng)新開拓階段,它是決定企業(yè)可持續(xù)發(fā)展的關(guān)鍵要素之一。隨著行業(yè)格局劇烈變動和人力資源市場需求的不斷擴大,蒙古國的國內(nèi)礦業(yè)公司的人力資源管理面臨著來自內(nèi)外部的雙重壓力。為了取得行業(yè)優(yōu)勢,保持團隊的競爭力,許多企業(yè)的關(guān)注點開始向人力資源開發(fā)工作轉(zhuǎn)移。構(gòu)筑符合企業(yè)可持續(xù)發(fā)展的具有現(xiàn)代化特色的培訓體系也是目前各大礦業(yè)企業(yè)的研究課題。雖然,員工培訓需要耗費大量的人力物力以及財力,但是通過開展這項工作,員工可以拓展自己的能力空間,得到更廣闊的職業(yè)發(fā)展機會。除此之外,這些經(jīng)過培訓的員工也是企業(yè)的一大筆財富,他們可以創(chuàng)造的價值將遠遠超出當初投入的成本。而員工素質(zhì)和能力的提高也是企業(yè)實現(xiàn)效益增長和快速發(fā)展的保證。員工培訓對于員工本人和企業(yè)來說,都有著非常大的意義。本文通過分析蒙古國礦業(yè)企業(yè)現(xiàn)有的員工培訓狀況,概括總結(jié)了其存在的問題和不足,從培訓戰(zhàn)略、培訓體系和企業(yè)文化三個方面提出了改進和優(yōu)化對策。首先,企業(yè)需要從戰(zhàn)略角度高度認識培訓工作,并不斷增加對于培訓的投入;其次需要建立和完善培訓體系,把控好需求分析,制定計劃,實施培訓和效果評估等一整套環(huán)節(jié),以合理的制度來保證培訓工作的有效開展。最后企業(yè)的文化環(huán)境對培訓效果的實現(xiàn)也起到關(guān)鍵作用。本文的研究從人才開發(fā)視角,從蒙古國礦業(yè)企業(yè)員工培訓管理實際水平和現(xiàn)狀出發(fā),提出了行業(yè)中普遍存在的缺陷以及問題,通過調(diào)查問卷,深度訪談和專家意見咨詢等研究方法探索產(chǎn)生問題的真正原因。以期不斷完善思路培訓體系,根本上防范員工培訓風險的發(fā)生。本文是對蒙古國礦業(yè)企業(yè)員工培訓的初步探討和研究,理論體系還需要進一步的完善,實踐上進一步加強新方法的探索。我愿意不斷跟蹤蒙古國礦業(yè)企業(yè)培訓狀況的變化,并在工作中不斷調(diào)整和優(yōu)化已有的方案提升自己的研究水平。
[Abstract]:In the age of knowledge economy, knowledge and ability are the core strength that can promote the rapid development of economy. Its strength is mainly attached to talents, the competition of enterprises-in the final analysis is the competition of talents. After a lot of research and investigation, I found that my Mongolian mining enterprises face challenges, but also enjoy a lot of opportunities. At present, the competition among Mongolian mining enterprises has reached a stage of intense competition. In order to stand out among the many companies in the same industry and achieve sustainable development performance, We must attach great importance to talent development and optimize staff training and training management. In Mongolia, the training of employees is still in the stage of innovation and development, which is one of the key factors that determine the sustainable development of enterprises. With the drastic changes of the industry pattern and the continuous expansion of the human resource market demand, the domestic mining companies in Mongolia are facing double pressures from inside and outside. In order to gain the industry advantage and keep the team competitive, many enterprises begin to shift their attention to human resource development. It is also a research topic for mining enterprises to construct a training system with modern characteristics that accords with the sustainable development of enterprises. Although staff training requires a lot of manpower and financial resources, but through this work, employees can expand their ability space and get broader career development opportunities. In addition, these trained employees are also a big asset to the company, and they can create value that far exceeds the cost they put in. The improvement of staff quality and ability is also the guarantee of enterprise benefit growth and rapid development. Staff training for the staff and enterprises, have a very great significance. By analyzing the current situation of staff training in Mongolian mining enterprises, this paper summarizes the existing problems and shortcomings, and puts forward the improvement and optimization countermeasures from three aspects: training strategy, training system and enterprise culture. First, enterprises need to understand the training work from a strategic perspective and continuously increase their investment in training. Secondly, they need to establish and improve the training system, control demand analysis, formulate plans, implement training and effect evaluation, and so on. A reasonable system to ensure the effective implementation of the training work. Finally, the cultural environment of the enterprise also plays a key role in the realization of the training effect. In this paper, from the perspective of talent development, starting from the actual level and current situation of staff training management in Mongolian mining enterprises, the common defects and problems in the industry are put forward. Research methods such as in-depth interviews and expert advice are used to explore the real causes of the problems. With a view to constantly improving the train of thought system, fundamentally prevent the occurrence of employee training risks. This paper is a preliminary study of staff training in Mongolian mining enterprises. The theoretical system needs to be further improved and the exploration of new methods should be further strengthened in practice. I am willing to keep track of the changes in the training situation of Mongolian mining enterprises, and to constantly adjust and optimize existing programs to improve my research level.
【學位授予單位】：首都經(jīng)濟貿(mào)易大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F416.1

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