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论文编号：	2904
作者编号：	2220091781
上传时间：	2011/3/3 16:40:30
中文题目：	天津地铁集团员工培训体系优化研究
英文题目：	The Study on the Employee Training System Optimization of Tianjin Metro Group Company
指导老师：	崔勋
中文关键字：	关键词：培训、培训需求分析、培训评估、天津地铁集团
英文关键字：	Key words: training, training needs analysis, training evaluation, Tianjin Metro Group
中文摘要：	中文摘要 本研究主要在系统回顾培训相关理论的基础上，结合对天津地铁集团员工培训工作现状的分析，总结出天津地铁集团员工培训工作中存在的问题，然后在理论的指导下，提出了天津地铁集团员工培训体系优化的对策。同时，为了确保新的对策能够有效实施，本研究还提出了相应的保障措施。 本研究首先系统回顾了培训的相关理论。通过与人力资源开发概念的比较，本研究首先确认了培训的概念。接着，通过对人力资本理论和成人学习理论等基础理论的回顾，本研究强调了企业培训工作的必要性、重要性和特殊性。然后，本研究讨论了培训规划、培训需求分析、培训实施以及培训效果评估等培训的主要环节，并重点讨论了传统和现代的培训方法以及基于反应、学习、行为和绩效四个层次的培训评估模型。同时，本研究还讨论了影响员工培训迁移的主要因素。 基于理论的回顾，本研究通过对天津地铁集团员工培训工作现状的分析，总结出天津地铁集团培训工作主要存在与企业文化和战略结合性差、体系不科学、需求分析不足、对象选择缺乏针对性、方法不丰富、效果评估不完善等亟待解决的问题。 最后，在理论的指导下，并结合天津地铁集团发展的规划，本研究对天津地铁集团员工培训体系进行了优化设计。新方案强调以培训需求分析为切入点，从组织、任务和人员三个方面确立员工的培训需求；新方案还指出，要针对高层、中层、基层管理者和一线员工等不同的对象，选择不同的培训方法；在效果评估时，要根据四层次评估模型的思想，从员工对培训的反应、学习情况、行为表现和最终的绩效表现四个层次进行评估。 同时，本研究还讨论了在新员工培训时推广导师制的可能性。而为了确保新方案的实施，本研究还从理念和人力资源管理基础等制度方面，资源、学习型文化和领导支持等组织支持方面以及人员支持方面讨论了新方案实施的保障措施。
英文摘要：	Abstract This research summarized the problems existing in Tianjin Metro Group, based on systematically reviewing these theories related to training theories, combining with the analysis of current staff training work situation in Tianjin Metro Group. Then, this research proposed some staff training improvement measures in Tianjin Metro Group. Meanwhile, the study also proposed the corresponding safeguard methods in order to execute these new measures effectively. Firstly, this thesis systematically reviewed some theories related to training. By comparing the concepts of human resource development, this thesis identified the concept of training in the first place. Then through reviewing these theories such as human capital theory, adult learning theory and etc., this study emphasizes the need、importance and specificity of corporate training. Next, this thesis discussed the main portions of training planning, training needs analysis, training implementation and training assessment, and focused on the methods of traditional and modern training, as well as the training evaluation model based on the four levels of reaction, learning, conduct and performance. Furthermore, this study also discusses the main factors affecting staff training transfer. On the bases of theory reviewing, after analyzing the situation of staff training work in Tianjin Metro Group, the study made the conclusion that the main problems in Tianjin Metro Group are the fits between corporate culture and strategy is poor, the system is not scientific, the analysis of training needs is not sufficient, the object is lack of pertinency, the methods are not diverse, as well as the effect assessment is not well developed, all of which are needed to be solved. Finally, under the guidance of theory, and combining with the development plan of Tianjin Metro Group, the research designed an optimizing training system for it. This New program emphasizes the training needs analysis, considering of the organization, tasks, and employees to determine it; new program also pointed out that it is important to choose different training methods for different employees such as top managers, middle managers, primary managers and first-line employees; as to effect assessment, it is important to evaluate the reaction, learning, conduct and performance of employees according to the ideas of four levels evaluation model. Furthermore, this study also discussed the possibility of promoting mentoring when training new employees. In order to ensure the implementation of new programs, this study also discussed some security measures in the terms of institution regarding to idea and human resource management base, organizational supports regarding to resource, learning culture and leadership, as well as people supports.
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