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论文编号：	12198
作者编号：	2320170320
上传时间：	2020/12/14 23:13:33
中文题目：	A互联网公司员工培训体系改进研究
英文题目：	Research on the Improvement of Staff
指导老师：	方磊
中文关键字：	互联网公司；员工培训；培训需求；诺伊分析
英文关键字：	Internet company; Staff training; Training needs; Noy analysis
中文摘要：	随着网络游戏行业竞争越来越激烈，A 互联网公司当前的培训体系未能实 现良好的培训效果，导致公司员工的整体素质无法提高，在互联网技术更新迭代 十分迅速的情况下，无法满足公司未来发展的需要。针对这些问题，本文对 A 互 联网公司员工培训体系进行深入研究，提出改进建议和优化策略，帮助 A 互联 网公司建立一套科学、高效的员工培训体系，从而有效改善公司现有员工培训体 系中缺乏培训需求分析、培训内容不全面、培训方式单一等问题，帮助企业提升 培训效果，提高员工的整体素质和专业能力，为企业打造优质的人才队伍做出贡 献，这对 A 互联网公司以及员工个人的发展都具有重大意义，同时也能为其他 同类公司提供借鉴和参考。 论文的主要研究内容如下：首次，对已有文献进行梳理，内容包括培训效果 评估、培训需求挖掘与分析、培训体系改进等。基于文献内容提供理论依据的同 时，明确研究内容及重点。随后使用了调查研究法，主要针对 A 互联网公司当 前整体员工素质情况、基础信息等相关数据，通过设计问卷内容，并且对问卷结 果进行总结，从而分析 A 公司的培训现状、培训质量、覆盖范围等。归纳公司 培训体系存在的问题，这些问题主要有：缺乏培训需求分析、培训内容有待进一 步完善、培训方式单一、缺乏有效的培训评估。接着，对 A 互联网公司员工展 开培训需求调研，获取该公司员工实际培训需求，在此基础上运用诺伊分析方法， 构建了 A 互联网公司三层次的培训需求体系，包含组织层次、岗位层次和人员 层次，并在人员层次需求分析中，引入了与员工职业生涯发展相关的内容。 最后，根据 A 互联网公司的实际情况，对培训内容、培训方式、培训效果 评估中存在的问题提出了可行的改进建议。其中，关于培训效果评估方法的研究， 采用柯氏效果评估模型，构建四级培训评估机制，以期达到长期反馈培训效果的 目标。
英文摘要：	With the increasingly fierce competition in the online game industry, the current training system of a Internet company can not achieve good results, resulting in the overall quality of the company's staff can not be improved, in the case of the Internet technology update iteration is very fast, can not meet the company's future development needs. In view of these situations, this paper makes an in-depth study on the staff training system of a Internet company, puts forward improvement suggestions and optimization strategies, and helps a Internet company to establish a scientific and efficient staff training system, so as to effectively improve the problems of the company's existing staff training system, such as lack of training demand analysis,incomplete training content, single training method, etc., to help enterprises quickly To improve the effect of staff training, improve the overall quality and professional ability of staff, and create a high-quality talent team for the enterprise, which is of great significance to the future development of a Internet company and its staff. At the same time, it can also provide reference for other similar companies. The main research contents of this paper are as follows: for the first time, the existing literature is sorted out, including training demand analysis, training system improvement strategy, etc. Based on the contents of these documents, the research focus of this paper is clarified. Then, using the method of questionnaire survey, a survey of the staff of internet company is carried out, and the results of the questionnaire are summarized, so as to analyze the training status of company a, and summarize the problems existing in the training system of the company, such as: lack of training demand analysis, lack of effective training evaluation. Then, the training demand system of an internet company is constructed under the guidance of Noy analysis method, including organization level, post level and personnel level. The feature of this paper is that the content of career life analysis is included in the personnel level. Finally, the paper puts forward the improvement countermeasures of the staff training system suitable for a Internet company, including the improvement countermeasures in the aspects of training content, method and effect evaluation. Among them, in the training effect evaluation stage, the Kirschner effect evaluation model is used to establish a four level training evaluation mechanism of an Internet company, thus forming a long-term effective training evaluation feedback mechanism.
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