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论文编号：	3055
作者编号：	2120092754
上传时间：	2011/5/19 22:40:22
中文题目：	中国石油DL销售公司员工培训效果评估研究
英文题目：	The Research On The Staff’s Training Effect Evaluation of DL Marketing Company of PetroChina
指导老师：	袁庆宏
中文关键字：	培训 效果评估 人力资源开发 中国石油DL销售公司
英文关键字：	training effectiveness evaluation human resources development DL marketing company of PetroChina
中文摘要：	随着知识经济时代的到来，人力资源逐渐成为企业赢得竞争优势的关键所在，企业培训作为企业人力资源开发与管理关键职能之一，正发挥着越来越重要的作用，已成为企业赢得竞争优势的战略性要求。许多专家甚至认为，企业的发展19世纪靠资本，20世纪靠技术，21世纪靠培训。但是现实中，许多企业只是表面上重视培训，而不注意计算培训投资的成本和收益，忽视对于培训效果的评估，从而导致企业培训工作的形式化，培训投资的低效益。科学地进行培训效果评估，是切实发挥培训工作在企业战略实施中关键作用的迫切要求。 笔者在中国石油天然气股份有限公司DL销售公司工作的几年间，发现其在培训工作方面同样存在着一些问题。主要表现在只关注投入和实施环节，几乎不关注实际效果；很多工作流于形式，缺乏严格的考核与评估；领导不重视，员工和培训管理者的积极性也普遍不高等等。石油行业属于高危行业，如果不能让员工培训工作切实发挥作用，不仅是对企业所投入人力物力的一种浪费，也会直接导致一些安全事故的发生，该公司所属加油站就曾经出现过由于员工违规操作造成储油罐爆炸的情况，不仅导致了人员伤亡，而且造成了很坏的社会影响。而事故的发生，究其根源，员工培训工作的不到位难辞其咎。尤其在当今劳务派遣用工已经成为该公司一线操作岗位的绝对主力，由于这类人员文化素质总体比较低，流动性又大，如何能够培训好这些员工，保证其能够在工作中严格执行安全操作规程，提高服务质量，杜绝安全事故的发生，对于一个成品油销售企业来说，可以说是关乎企业未来发展的头等大事。 本文在回顾国内外相关理论研究的基础上，比较了各培训评估分析模型的优缺点，分析了中国石油DL销售公司培训及其培训效果评估的现状，选取柯克帕特里克的四级评估框架作为该公司培训效果评估的基础，设计了公司员工培训效果评估的流程，并针对反应层、学习层、行为层、结果层等不同层次，提出具体的评估指标和评估方法，并进一步明确指出该培训效果评估体系在该公司有效实施的保障措施，从而为该公司培训效果评估工作量身定做了实用的、操作性较强的解决方案。本文研究成果对于健全和完善公司培训效果评估体系，指导其培训效果评估实践具有一定的借鉴意义。
英文摘要：	With the coming of knowledge economy era, human resource is gradually becoming the key point for a company to win the competitive advantage. As one of the key functions for corporate human resources development and management, staff training is also playing an increasingly important role, and is becoming a strategic requirement for a company to win the advantage in the market.Many experts even believe that the development of enterprises, in the 19th century is capital, in the 20th century is technology, while in the 21st century is training. But in reality, many enterprises are only paying attention on training on the surface, not calculating the costs and benefits of investment in training, and neglecting the evaluation of the training effect, therefore, it is leading to the formal way of staff training and low gain in training investment. In one word, scientifically assess the effectiveness of training is an urgent requirement for the training to play the key role in corporate implementing strategy effectively. During the few years of the author working in the DL marketing company of PetroChina, she has also found that there are some problems in its training work. These problems are mainly reflected as follows: such as they are only concerning about the investment and implementation and almost paying no attention to the actual results; lots of work is becoming a mere formality while lacking rigorous assessment and evaluation; and leaders are not attaching importance to training work while staffs and training managers ‘motivation are also not high and so on. The oil industry is one of the high-risk industries, if staff training work can’t play an effective role, it will not only waste the investment of manpower and material resources in the enterprise, but also directly lead to some security incidents. The explosion of one oil tank in the gas stations owned by this company was caused by staff’s irregularities a few years ago, and that case not only led to casualties, but also made a very bad influence in society. If we trace the causes of the accident, we can find that the staff training work is an important factor. Especially in the situation that dispatching staffs has been becoming the main labor source in the operating positions of this company. Because the overall cultural quality of such workers are relatively low, and easily to mobile, therefore, how to train them well so as to ensure they can abide by the safety rules in the work strictly, improve service quality, and prevent safety accidents again, is a top priority for the future development of an oil production enterprises. On the basis of reviewing the studies and theories at home and abroad, this paper compared the advantages and disadvantages of those training evaluation models and analyzed the training and training effectiveness evaluation situation in the DL marketing company of PetroChina. By selecting the Kirkpatrick’s four-level evaluation framework as the main basis of corporate training evaluation, it designed the evaluation process of employee training for this company, and supply specific assessment indicators and assessment methods for the reaction layer, learning layer, action layer, and the result layer in different way. Besides, it further pointed out that the support measures of this training evaluation system to operate effectively in the company, so as to have tailored a practical and operational solution to the company’s training effect evaluation. The results of this paper will have a certain reference for this company to perfect its training evaluation system and guide its training effectiveness evaluation practice.
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