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论文编号：	4894
作者编号：	2120102478
上传时间：	2012/12/16 8:30:28
中文题目：	YHY公司员工培训体系优化研究
英文题目：	The Research on the Employee Training System Optimization of YHY Company
指导老师：	崔勋
中文关键字：	员工培训;培训体系;优化
英文关键字：	Employee training;Training system;Optimization
中文摘要：	随着我国经济发展速度的加快，交通运输已成为经济发展的基本需要和先决条件，港口作为三大交通运输方式之一的水路运输的重要载体，日益成为地区间乃至国家间经济发展和对外交流的重要窗口。尤其是自本世纪初以来，我国港口建设的规模、吨级、种类等都实现历史性的突破。YHY公司作为国有控股并上市的港口基建设计公司，也在这一发展热潮中迎来了属于自己的春天，不仅全国港口建设行业的发展环境日益优化，而且地理位置最为接近的天津港已将东疆二岛、南港、临港三大港区的建设纳入发展规划，进一步优化调整产业结构，加快转变发展方式，在大力发展港口装卸业的基础上，积极拓展国际物流业、港口地产业和港口综合服务业，使港口的吞吐量、集装箱规模和资产规模迅猛增长，对港口建设的力度和空间方面的需求进一步增大。面对这些变化，如何能让职工在发展变化中及时适应组织发展的需要，形成实践发展战略过程中的人力资源优势，充分发挥在职培训在人力资本投资中的积极作用，逐步构建科学合理的培训体系就显得尤为重要。 在五十多年的工作探索过程中，YHY公司从港口发展的规律和自身实际情况出发，把握机遇，迎接挑战，在全国港口建设、勘察相关企业中逐步取得了包括海洋行业、建筑行业、船舶水工等多项设计类甲级资质以及勘察设计行业的最高资质等级——综合甲级。2007年成功上市后，更是进一步在国内乃至国际市场中展示公司先进的勘察、设计理念和高超的勘察、设计水平，成为众多高新技术企业上市公司中的一支重要力量。又经过5年的努力，YHY公司在国内的20余家港口勘察、设计的同行企业中，综合实力已跻身全国前五强，并多次入选中国勘察、设计行业的百强企业，已经基本成为了国内勘察、设计领域的先行者。目前，他继续秉承着以技术、质量、安全、健康、环保和服务为根本的宗旨观念，进一步明确了“以增强顾客满意为目的，不断改进质量管理体系，确保顾客的要求得到确定和满足”的质量方针，并适时研究并尝试便于推动行业发展的新技术和新方法，在国内乃至国际领域中享有大家的一致认可和行业威望。 在员工培训体系建设方面，YHY公司注重投入大量的时间和精力，总结完善了一套支持企业自身发展和职工队伍建设的培训方法：采用一对一口传心授式的师傅带徒弟的方法进行业务知识的传授，不断完善了以项目为主线的学徒培训模式；筹建专门的职业教育基金，用于设计勘察、财务管理、网络维护、日常办公、后勤保障等各个领域的培训项目，全面提升职业意识和业务水平，不断完善了以文化为背景的职业教育模式；加强与科研机构和社会办学力量的合作，引进优质师资力量，整合公司内部的管理资源，进一步提高培训工作实效，不断完善了以应考为内容的课堂传授模式；在机构设置方面将人力资源管理职能从行政办公室的工作职责中分离出来，成立了专门的人力资源管理部进行独立运转，不断完善了以工作为目标的培训管理模式，进一步推动人力资源管理工作专业化水平的提高。在多方面的共同努力下，YHY公司培养了一大批技术骨干和管理工作者，为企业的发展注入了强大的动力，也为国内外同类企业和社会发展输送了大量的优秀人才，取得了可喜的工作成绩。但随着公司内外部环境和战略发展变换的需要，现有的培训体系也日益显现出一些存在的问题，如公司对培训体系建设的重视程度还不够高，培训的工作机制还不够健全、培训工作的战略性和创新性还不够强等等。如何能在现有培训体系的基础上，从而全面提高培训工作的针对性和实效性，使培训工作的质量和实效进一步实现优化提升，是当前和未来一段时间内急需研究和解决的问题。 本文在阅读有关文献和国内外著名培训管理理论的基础上，一方面对培训体系研究的基本概念、培训体系研究的相关理论以及培训体系研究的主要环节进行梳理和分析；另一方面以YHY公司为案例讨论的对象，结合其所属行业背景和企业实际情况，系统分析企业培训的现状，总结企业在员工培训工作中存在的问题，分析企业培训体系优化的必要性，明确学用一致、服务战略、全员参与的培训体系优化原则，提出完善培训规划、确立培训需求、完善激励机制、加大经费投入、强化培训效果的评估和应用、加强企业培训师资队伍建设等符合该企业特点和发展需求的培训体系优化方案，并从文化与氛围支持、管理制度的支持、组织职能的支持、人员和技术支持等四个方面、十个小项的论述进一步提出了相应的保障措施，以确保六项优化方案的顺利实施和取得实效，也为该企业最终实现自身的人力资源发展目标和总体战略奠定了基础。
英文摘要：	As the speeding up of China economy development, traffic transportation has been the basic requirement and the prerequisite of the development. As the important carrier of waterway transportation, one of the three traffic transportation, harbor is getting the more and more important window of economy development and foreign communication between the regions and countries. Especially since the beginning of this century, the scales, the tonnages and the species of the Chinese harbor construction has realized the historic breakthrough. As the state-owned and listed harbor infrastructure design company, YHY Company welcomes its development as well. Not only the development environment and harbor construction industry is getting more and more optimized, but also Tianjin has included the construction of the East Border Islands, the South ports and the Temporary ports into the further plan to adjust the industry structure and accelerate transforming the development mode. Basing on the rapid development of the loading and unloading industry, harbor design industry actively expands the international logistic industry, harbor industry and harbor comprehensive service industry, makes the throughput, container scale and capital scale increase rapidly. The requirement and the development space of harbor construction has already further increased. Facing with these changes, it is very important that how to make the employees adapt themselves to the requirement of organization development in the changes and form the human resources advantage in the process of the development strategy. It’s also particularly important to give full play to the on-job-training in the human capital investment and gradually construct a scientific and reasonable training system. In the exploration process of more than 50 years, considering the regulation of harbor development and the actual situation, YHY Company seizes the opportunities and meets challenges. Among the construction and the surveying of the national harbors, YHY Company gradually obtains a variety of the first class design qualification and the first class comprehensive surveying design qualification which includes ocean industry, construction industry and watercraft industry. After listing successfully, the company further shows the ideas and levels of advanced survey and design, and becomes an important force among the lots of hi-tech technological companies. After the efforts of 5 years, YHY Company came in the top 5 among of the 20 companies of domestic surveying and designing industry companies and it also selected into the top 100 enterprises in the field of the similar ones. At present, the company keeps the concepts that the technology, quality, safety, healthy, environmental protection and service is the base and further clears the quality guidelines of “strengthening customer’s satisfaction, constantly improving quality management system and ensuring customer’s demand satisfied”. The company researches and tries the new technology and methods which can promote the industry development. On the staff training system, YHY Company invests a lot of time and efforts, summarizes and perfects one set of training mode of supporting their own development and team construction. Business knowledge is taught by the way of one-to-one apprenticeship in order to constantly improve the main line of the apprenticeship training model. YHY Company builds the specialized vocational education funds for designing and surveying, financial management and network maintenance, daily office and logistical support, and so on. It enhances the career awareness and the operational level, and constantly improves the vocational education in the cultural background. YHY Company strengthens the cooperation with research institutes and educational force, introduces the quality teachers and integrates the company’s internal management resources for improving the effectiveness of the training and constantly improving the classroom-teaching mode. The functions of human resource management are separated from the duties of the office of the chief and a specialized human resources management is established. YHY Company constantly improves the training management model and further promotes the management professional level of human resources. With much effort, YHY Company not only trains a large number of technical and management workers, injects a powerful impetus for the enterprises development, but also transports lots of talented people for the similar domestic and foreign enterprises development, and gains the encouraging achievements. But as the internal and external environment and strategic development changes, some problems in the existing training system have become increasingly apparent, such as the emphasis of the training system is not enough; training mechanisms are still inadequate; training strategic and innovative work is not strong enough. It is an urgent problem to be studied and resolved in the current and the future that how to comprehensively improve the direction and effectiveness of the training on the basis of the existing training system in order to make the quality and effectiveness of the training work further optimize. On the basis of reading the relevant documents, the famous domestics and foreign training management theories, this paper sorts out and analyzes the basic concepts of the training system, as well as the main part of the training system. This paper also takes YHY Company as discussion objects, combined with their respective industry background, the actual situation, the systematic analysis of the status of corporate training, summarizes the existing problems of enterprises in staff strategy full participation in the training system optimization principles, put forward a sound training programs, establish training needs, improve incentives to invest more funds to strengthen the assessment of the effectiveness of training and application and corporate training faculty building in line with the characteristics and development needs of the enterprise training system optimization program. From environmental support, institutional support, organizational support, personnel and technical support, this paper discusses the further tangible results, and lays the foundation for the eventual realization of the human resources development objectives and overall strategy for enterprise.
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