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论文编号：	12011
作者编号：	2320180386
上传时间：	2020/12/9 21:55:43
中文题目：	BW公司应届毕业生入职培训体系问题及优化研究
英文题目：	Research on the Problems and Optimization of BW Company''s New Graduates'' Induction Training System
指导老师：	袁庆宏
中文关键字：	互联网云服务企业；应届毕业生；入职培训；培养体系
英文关键字：	Internet Cloud Service Enterprises; Fresh Graduates; Induction Training; Training System
中文摘要：	随着互联网行业的快速发展，近几年新兴大批云服务公司，云服务相关行业及领域正逐年成为人才洼地，“人才是互联网企业的唯一核心竞争力”也早已成为业界铁律。而高校应届毕业生群体则是互联网企业人才竞争最为重要的“兵家必争之地”。然而近几年快速兴起了众多互联网创业型公司，由于受到企业发展阶段的限制，往往还未将应届毕业生作为企业发展和人才梯队建设基础力量，对于以 “应届生毕业生入职培训”为代表的系列人才培养工作，缺少足够的重视和资源投入，造成培训体系不健全、培养模式单一、培训运营落后等问题。后备人才的不足已经成为诸多互联网企业难以不断适应外部环境变化和创新、导致竞争失力并最终被淘汰的关键原因之一。因此，对于创业期的互联网云服务公司而言，如何建立系统完善的应届毕业生培养体系、打造优秀的入职培训体系，是企业战略实现和快速发展的重要课题。 本文通过对BW公司应届毕业生培训现状进行分析，探索BW公司应届毕业生入职培训体系经验并尝试进行改进和优化。首先，文章对选题背景和意义进行了阐述，并对本文所采用的研究框架及研究方法进行综合说明。随后，对人力资源管理及员工培训相关理论模型进行介绍。接着，对公司应届毕业生入职培训现状与问题进行分析，进而制定改进方案及具体提升措施。最后，总结应届毕业生入职培训体系在BW公司的实践经验并对未来进行展望。 本篇论文的研究和实践意义有以下几项主要体现。首先，基于真实案例分析BW公司如何通过应届毕业生入职培训体系进行毕业生培养和人才梯队的基础建设，进而提升组织能力和企业综合竞争力。其次，通过对BW公司应届毕业生入职培训体系的设计实践全过程进行问题识别的分析，希望能够为同样具有新员工培训体系完善需求的企业提供分析方法的借鉴。最后，希望本文介绍的应届毕业生入职培训改进思路及相关具体举措能够为同样处在创业阶段的其他互联网公司提供参考。
英文摘要：	With the rapid development of the Internet industry, a large number of cloud service companies are emerging in recent years. Cloud service related industries and fields are becoming talent depression year by year. "Talent is the only core competitiveness of Internet enterprises" has also become the industry's iron law. And the college graduates group is the most important talent competition of Internet enterprises "the place of war". However, in recent years, a large number of Internet start-up companies have sprung up rapidly. Due to the limitation of enterprise development stage, fresh graduates have not been regarded as the basic force of enterprise development and talent echelon construction The series of personnel training work represented by "new graduates induction training" lacks sufficient attention and resource investment, resulting in imperfect training system, single training mode and backward training operation. The shortage of reserve talents has become one of the key reasons that many Internet enterprises are difficult to adapt to the changes and innovation of the external environment, lead to the loss of competitiveness and finally be eliminated. Therefore, for the Internet cloud service companies in the entrepreneurial period, how to establish a systematic and perfect training system for fresh graduates and create excellent induction training projects is an important topic for the realization of enterprise strategy and rapid development. This paper analyzes the current situation of BW company's fresh graduates training, explores the experience of BW company's new graduates' induction training project, and tries to improve and optimize it. First of all, the paper expounds the background and significance of the topic, and gives a comprehensive description of the research framework and research methods used in this paper. Then, it introduces the theoretical model of human resource management and employee training. Then, it analyzes the current situation and problems of the company's new graduates' induction training, and then formulates improvement plans and specific promotion measures. Finally, this paper summarizes the practical experience of the new graduates' induction training program in BW company and looks forward to the future. The research and practical significance of this paper is mainly reflected in the following aspects. First of all, based on real cases, this paper analyzes how BW company carries out the basic construction of graduates training and talent echelon through the new graduates' induction training project, so as to improve the organizational ability and the comprehensive competitiveness of enterprises. Secondly, through the analysis of the problem identification in the whole process of the planning and implementation of the BW company's new graduates' induction training project, it is hoped that this paper can provide reference for the enterprises with the same demand for the upgrading of new employee training programs. Finally, I hope that the ideas and specific measures introduced in this paper can provide reference for other Internet companies in the same entrepreneurial stage.
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