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论文编号：	803
作者编号：	2120062334
上传时间：	2008/12/10 16:38:58
中文题目：	成长期中小民营企业培训设计研究
英文题目：	The study of training design o
指导老师：	张立富
中文关键字：	民营企业;员工培训;培训的有效性
英文关键字：	rivate enterprise;training of
中文摘要：	改革开放三十年来，民营企业得到了极大的发展，民营经济成为国民经济的重要组成部分。随着民营企业的飞速发展，民营企业已经由创业期过渡到成长期，民营企业原有的制度、组织架构、心态、人员素质、技能和原有团队都不能适应成长期民营企业的发展，而且创业期的思想和成长期思想相互碰撞，思想混乱。所以成长期的民营企业急需对企业的主体—员工进行培训以提高员工的素质和能力，改变员工的心态。培训有利于企业发展自身独特的企业文化，而企业文化反过来又促进了企业培训的有效性，有利于成长期的民营企业解决上述的种种问题。民营企业培训的重要性由此可见一斑，而适合成长期民营企业现实情况培训要求的员工培训设计能大大提高该阶段民营企业的培训效果，所以该阶段的培训设计显得尤为重要。 本文依据有关员工培训理论，在充分分析现有民营企业管理现状和员工培训现状的基础上，从成长期民营企业管理现状和培训中存在的问题入手，着重分析了民营企业培训的组织设计、培训方法的选择和培训迁移的设计。在撰写的过程中，采用分析法，图表法，案例法和比较法分析了成长期民营企业培训的实际问题，针对民营企业培训中的问题，提出并分析了成长期民营企业培训的培训设计三个比较重要的方面。努力探寻适合成长期民营企业培训的培训设计，提高培训的效果从而提高企业全体员工的素质和技能，使得民营企业在从创业时期转变到为成长时期时能够得到强有力的人力资源的支持，提高民营企业的竞争力，因为企业间的竞争归根结底是企业间员工的竞争。 通过分析并结合成长期中小民营企业的现实情况， 我们得出如下的结论：做好成长期中小民营企业培训设计需要从培训设计的三个重要方面来进行，培训的组织设计，从组织结构上来保证培训顺利进行和培训的效果，而培训的方法的选择，能保证民营企业能更有效地进行培训，培训的迁移设计能保证培训转化为工作中的效果。那么在培训的实践中应当采取下面的方法。 1．采用虚拟培训组织，适应现成长阶段民营企业培训的需求。 2．采用适合民营企业的培训方法，在职培训和短期脱产培训相结合。 3．在培训迁移的设计中，从培训前，培训中和培训后三个层面进行设计，从而提高培训的有效性。 这样能使成长期的中小民营企业解决培训的问题，提高培训效果，全面提高员工的素质、能力并改善民营企业员工的心态。从而解决成长期民营企业人力资源管理问题，使企业获得持续发展的永动力。
英文摘要：	After thirties years of opening and reforming, the Private Enterprises of China develop very fast and play an important part in the National Economy. Due to the fast development the former rules, structure of the enterprises, mood, capabilities of the employees, skills and the teams are unfit for the new situations. So the Private enterprises need to train the employees to make them fit for the new situations. All of these need training. From this point we can see the importance of the training. As a part of the training, the design of training becomes more important. According to the theory of training, based on the analysis of the training at the moment, we try to find the suitable design of training for the private enterprises that are in the process of developing. If so, supported by the strong human resources the private enterprises will become stronger and stronger and will become the winner of the market. Through the analysis and combined with the situations of small and middle private enterprises, we can conclude that the design of training for the enterprises should be carried out in the following areas: the design of training organizations, the choices of training method and transferring of training. Then we improve training in the following aspects: 1．Using virtual training organization to fit for the training need of the enterprises 2．Using suitable training method suitable for the private enterprises, such as on-job training 3．In the design of training transfer, designing through three steps , pre-training, in the process of training and after the training. If we train following the steps we can solve the training problems, increase the effectiveness of training and improve the capabilities and quality of the employees in the small and middles sized private enterprises. And the training will support the enterprises with suitable human resources to make them grow fast.
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