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论文编号：	12061
作者编号：	2320180632
上传时间：	2020/12/11 12:47:20
中文题目：	T公司设计人员培训优化设计研究
英文题目：	Research on Optimization of designer training -- Taking T enterprise as an example
指导老师：	张立富
中文关键字：	岗位胜任力；培训；设计人员
英文关键字：	Post competency; Training; Designers
中文摘要：	国以才立，政以才治，业以才兴。习近平总书记多次在重要场合发表讲话，表达其对人才的重视，为人才培养指明方向。随着社会的飞速发展，公司对职场人才专业程度、成长速度的要求越来越高，传统的培训方式已远远不能满足如今的需求。这就要求公司寻找一条行之有效的路径，将人才快速培养，员工越早胜任本职工作，公司越能在激烈竞争中取得优势。近年来T公司投入到科研中的精力、经费越来越多，科研水平不断提高。科研的进步终究靠的是人才的进步，所以T公司为了使员工尽快成材不遗余力，而设计人员与公司的科研任务直接相关，是T公司的核心人员，因此对设计人员的培训显得愈发重要。然而近年来随着员工学习欲望的逐步提升，对现有培训管理提出了越来越高的要求，传统培训管理的局限性愈发明显。那么如何提高员工对培训的满意度，让员工尽快胜任岗位工作，向更高层级前进就成了T公司人力资源部的头等大事。 在调研其他公司培训管理体系，研读国内外培训相关著作的基础上，结合公司实际，迎合公司对员工知识能力的需求，人力资源部提出了紧紧围绕公司战略，打造学习型组织的目标。借助学习外部先进理论、内部研讨交流、借鉴现有工具方法、调整相关规章制度等，人力资源部对培训管理体系进行优化，帮助公司建立了更符合实际情况且运转良好的设计人员培训管理体系。 本文在研究过程中，调研了公司对不同岗位的能力要求，并根据特点总结归纳，得出了设计人员培训优化方案。针对设计人员关注的问题进行重点优化，以期达到有针对性、有目的性的培训，不让培训流于形式。内容包括培训现状分析，优化方案，实施保障等。
英文摘要：	The state is established by talent, the government is governed by talent, and the industry is prospered by talent. General secretary Xi Jinping made many speeches on important occasions, expressing his emphasis on talents and pointing out the direction for talent training. With the rapid development of society, the company has higher and higher requirements for professional level and growth speed of workplace talents. The traditional training method has been far from meeting the needs of today. This requires the company to find an effective way to train talents quickly. The earlier the employees are competent for their own work, the more advantages the company can gain in the fierce competition. In recent years, T company has invested more and more energy and funds in scientific research, and the scientific research level has been continuously improved. The progress of scientific research depends on the progress of talents. Therefore, T company spare no effort to make its employees become useful as soon as possible. The designers are directly related to the scientific research tasks of the company and are the core personnel of T company. Therefore, the training of designers is becoming more and more important. However, in recent years, with the gradual improvement of employees' learning desire, the existing training management has put forward higher and higher requirements, and the limitations of traditional training management are becoming more and more obvious. So how to improve the satisfaction of the staff to the training, let the staff be competent for the job as soon as possible, to a higher level has become the top priority of the human resources department of T company. On the basis of investigating the training management system of other companies and studying the training related works at home and abroad, combined with the actual situation of the company and catering to the company's demand for knowledge and ability of employees, the human resources department puts forward the goal of building a learning organization closely around the company's strategy. With the help of learning advanced external theory, internal discussion and exchange, learning from existing tools and methods, adjusting relevant rules and regulations, the human resources department optimizes the training management system, and helps the company to establish a better design personnel training management system that is more in line with the actual situation and operates well. In the research process, this paper investigates the company's ability requirements for different positions, and summarizes the characteristics of the design personnel training optimization scheme. In order to achieve targeted and purposeful training and not to let the training become mere formality, we should focus on the optimization of the problems concerned by designers. The content includes training status analysis, optimization scheme, implementation guarantee, etc.
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