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论文编号：	7725
作者编号：	2120132685
上传时间：	2015/12/3 13:46:40
中文题目：	S公司天津厂培训体系优化的研究
英文题目：	Research on Training system optimization of S Co.,Ltd
指导老师：	崔勋
中文关键字：	企业战略目标;培训;培训体系
英文关键字：	Enterprise Strategic goal;Training;Training System
中文摘要：	在当下高度竞争的市场环境中，对于每家企业来说都面临着巨大的挑战，如何紧跟时代步伐，在变革的环境下做生意，取得优于竞争对手的根本途径就是让员工更加快速的掌握为完成企业战略目标而需补充的知识、技能及能力，重视培训，培训是协助企业达到战略目标的有效手段。如今，越来越多的企业管理者已经认识到培训作为企业人力资源管理的一部分是必不可少的，但是随着培训越来越被重视，现实操作中却面临一棘手的问题，虽然在培训上企业投入的人力、财力不少，员工对于培训也是热情饱满，积极参与，更是有些员工只要公司开展培训课程就场场不漏，但是当被问及产出，以及对其组织、个人绩效的提升方面却三缄其口，左右而言他，这样一来长久以往企业的管理层很难看到培训的效果，也就认为培训很难给企业的发展带来更大的价值，是一种费用上的浪费。但是培训真的为企业带来的价值微乎其微吗？我们都知道当今企业的竞争很大一个成分就是人才的竞争，对于企业来说不仅要在一定程度上保证人员的流动性，引入优质人才，而更加重要的就是如何能够“育才”，员工能力所处的位置，基本是天定的，但能力的弹性范围，是可以延展的，如何能够使得员工的个人知识、能力的发展与企业的发展保持协同性，最终实现企业的战略目标，只有通过构建以企业战略为导向的培训体系才能够达到最佳的效果。本文以S公司天津厂的培训体系为研究对象，通过对S公司天津厂的培训体系的分析，发现现培训体系中存在四方面主要问题，分别是在培训需求分析方面，S公司天津厂未能基于公司的战略目标进行分析；在讲师队伍建设方面，内部讲师综合素质一般，尚未建立有效的内部讲师激励制度；在培训效果评估体系方面不能有效反映培训效果，机制不够健全以及缺乏有效的培训激励制度。所以从目前培训体系来看培训工作依然不够深入，每个环节流程的安排都对企业的业务发展战略支持度不足，前瞻性较差，不能给与管理层有效的信息反馈，而且对于员工及讲师的激励也有所欠缺，所以随着企业内外部环境的快速变化，S公司天津厂的培训体系的优化工作是非常必要且迫切的。因此，此次培训体系的优化过程也是主要在五方面着手进行。首先，针对培训的需求分析，通过对于企业的战略、组织内外部环境、员工岗位职责及工作任务、人员能力和素质的分析找到辅助企业发展目标的实现的员工培训需求，结合绩效潜力九宫格来帮助我们判断出最必要的培训内容；其次，基于企业的战略发展的角度设计培训的计划阶段的步骤和流程，确立培训前的各种因素分析以及培训前的需求调查；再次，基于成人的学习特点，以及70-20-10学习发展体系的前提下，开展多样化员工培训发展方式；建立一套全面的、实用的衡量培训效果的培训评估体系，通过五层次评估模型推动培训后续追踪反馈，得到全面的培训效果反馈；最后，培训工作能否顺利进行与培训工作在实施过程中的管控和预防有密切的关系，因此需要在培训实施前建立保障机制，培训实施过程中建立管理及控制机制。本文希望通过对S公司天津厂现行培训体系存在问题的分析和体系优化，提出了一些具体的技术和方法，为成本领先型制造业企业设计一套可操作性及实用性的培训体系框架。
英文摘要：	In fast-paced and competitive market environment, for each enterprise is facing enormous challenges, how to keep up the pace, do the business under the change environment, the basic way to achieve better performance than competitors is to make the employees more quickly master to the knowledge, skills and ability which can match enterprise strategic objectives requirements. Company should put great focus on the training. Training is the enterprise long-term development strategy. Nowadays, more and more enterprises have recognized the importance of training in the organization, at the same time also hope that training can bring more help to the development of the enterprise, but the reality is often faced a difficult problem, although the enterprise investment a lot of manpower, financial resources in the training , the staff have a full passion to attend all training, but the returns are very low ,can’t bring more values for company, so that long term management of enterprise it is difficult to see the effect of training, also think training is very difficult to bring greater value to the development of enterprises, is a waste of cost. Can't training is really bring value for the enterprise? We all know that the big component in today's business competition is the talent competition, not only for the enterprise to ensure that personnel liquidity, the introduction of high-quality talent, but more important is how to "training the able people" and help employees to improve their own ability, make the development of employee's personal knowledge, ability and keep collaborative development of enterprise, only by building the enterprise strategy oriented training system can finally help the company to achieve the strategic goals, achieve the best effect. This paper takes S (Tianjin) company factory as an example. We found four main problems of S (Tianjin) company factory training system. The first one is the training needs analysis is not based on the company strategic goals. The second problem, in terms of trainer team construction aspect, S (Tianjin) company factory is lack of the most professional internal trainers, internal trainer motivation system has yet to establish. The third problem is derived from training effect evaluation system can’t effectively reflect the training effect, mechanism is not sound. Finally, lack an effective training incentive system. So from the perspective of a company's current training system, training work is still not enough in-depth, every link of the process arrangement for the business development of the enterprise strategic support is insufficient, forward-looking is bad, can't give management effective information feedback, but also for staff and trainers motivation lacking, so as the enterprise internal and external environment of rapid change, the optimization of the training system in S (Tianjin) company factory is very necessary and urgent. So the training system of the optimization process is mainly in five aspects. First of all, according to training needs analysis, through to the enterprise strategy, internal and external environment of organization, staff responsibilities and tasks, personnel, ability and quality analysis to find the staff training needs to achieve the goal of enterprise development demand, then combined with the tool of performance potential Sudoku to help us to determine the most necessary training contents. Secondly, based on the perspective of the strategic development of the enterprise design training plan, establish training demand analysis, and pre-training survey. Thirdly, based on the learning characteristics of adults and 70-20-10 learning development system, develop various training and development training techniques methods. And then establish a comprehensive and practical training evaluation system, through five levels evaluation model to promote training follow-up tracking feedback and get comprehensive training effect of feedback. Finally, training can work smoothly with the training work in the process of implementation of control and prevention has a close relationship, therefore establish guarantee mechanism before training implementation, and management and control mechanism in the process of the training implementation is very necessary. This paper hope through the analysis of existing problems of the current training system and system optimization of S (Tianjin) company factory, puts forward some specific techniques and methods, and design an operational and practical training system framework for the cost leadership type manufacturing enterprises.
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