新沙港務(wù)有限公司培訓(xùn)體系

工商管理論文編號:GS118  字數(shù):22664,頁數(shù):35，有外文翻譯

目    錄
1 緒論 1
1.1 課題的背景及目的 1
1.2 國內(nèi)外研究狀況 1
1.3 課題研究方法 3
1.4 論文的構(gòu)成及研究內(nèi)容 3
2 培訓(xùn)的概述 4
2.1 培訓(xùn)的定義 4
2.2 培訓(xùn)的目的 4
2.3 培訓(xùn)的原則 5
2.3.1 設(shè)定目標(biāo) 5
2.3.2 示范與實踐 6
2.3.3 個體差異 6
2.3.4 反饋和強化 6
2.3.5 學(xué)習(xí)曲線 6
2.4 員工培訓(xùn)成功的條件 7
2.5 培訓(xùn)體系的建立與設(shè)計 8
2.5.1 無形培訓(xùn)體系的建設(shè) 8
2.5.2 有形培訓(xùn)體系的建設(shè) 8
3 新沙港務(wù)有限公司培訓(xùn)體系現(xiàn)狀 ...11
3.1 新沙港務(wù)有限公司簡介 11
3.2 新沙港務(wù)有限公司組織結(jié)構(gòu)圖 11
3.3 新沙港務(wù)有限公司人員分布 12
3.4 新沙港務(wù)有限公司培訓(xùn)體系 13
3.4.1 培訓(xùn)的需求和目的 13
3.4.2 培訓(xùn)對象和培訓(xùn)內(nèi)容 13
3.4.3 培訓(xùn)計劃 14
3.4.4 教學(xué)設(shè)計 14
3.4.5 培訓(xùn)的實施 15
3.4.6 培訓(xùn)效果評估培訓(xùn) 16
3.5 計劃的落實情況 16
4 公司培訓(xùn)體系存在的問題與問題分析 18
4.1 培訓(xùn)計劃脫離需求 18
4.2 培訓(xùn)內(nèi)容缺少心理培訓(xùn)層面 19
4.3 內(nèi)部培訓(xùn)講師質(zhì)量參差不齊 20
4.4 員工參加培訓(xùn)的積極性不高 21
4.5 培訓(xùn)效果評估不夠全面 21
5 公司培訓(xùn)體系問題的解決策略 24
5.1 建立基于員工職業(yè)生涯規(guī)劃的培訓(xùn)體系 24
5.1.1 讓員工認識職業(yè)生涯管理 24
5.1.2 建立職業(yè)管理系統(tǒng) 25
5.1.3 建立企業(yè)內(nèi)部知識傳承機制 26
5.2 增加工作應(yīng)激處理的課程培訓(xùn) 26
5.2.1 創(chuàng)造支持性的組織氛圍 27
5.2.2 工作設(shè)計的豐富化 27
5.2.3 減少角色沖突和明確組織角色 27
5.2.4 規(guī)劃職工的職業(yè)發(fā)展道路并提供咨詢 27
5.3 加強內(nèi)部培訓(xùn)師的管理 27
5.3.1 設(shè)立內(nèi)部培訓(xùn)師的培養(yǎng)課程 28
5.3.2 設(shè)立課程培訓(xùn)講師資格證書 28
5.4 采用開放式講授 29
5.5 調(diào)查員工對培訓(xùn)課的滿意度 30
結(jié)論 32
參考文獻 33
致謝 34
附錄 35

摘    要
 在我國，企業(yè)的員工培訓(xùn)與開發(fā)作為人力資源管理戰(zhàn)略的一個重要組成部分，很多企業(yè)也對員工培訓(xùn)投入了極大的熱情。但如何設(shè)計和建立一套科學(xué)的、符合我國國情的、能適應(yīng)知識經(jīng)濟時代企業(yè)發(fā)展需求的員工培訓(xùn)和開發(fā)體系，對國內(nèi)企業(yè)特別是國有企業(yè)來說，是一個具有十分重大意義的課題。
 筆者在新沙港務(wù)有限公司實習(xí)了一個月時間，通過面談?wù){(diào)查、資料分析、個案分析等研究方法，從該公司的培訓(xùn)體系現(xiàn)狀和具體落實情況相結(jié)合，發(fā)現(xiàn)該公司培訓(xùn)體系存在以下五個不足之處：培訓(xùn)計劃脫離需求；在培訓(xùn)內(nèi)容上缺少心理培訓(xùn)層面；內(nèi)部培訓(xùn)講師的質(zhì)量參差不齊；員工參加培訓(xùn)的積極性不高；培訓(xùn)效果評估不夠全面。并針對這些問題相對應(yīng)地提出了解決的措施：建立基于員工職業(yè)生涯規(guī)劃的培訓(xùn)體系；增加工作應(yīng)激處理的課程培訓(xùn)；加強內(nèi)部培訓(xùn)講師的管理；采用開放式講授；調(diào)查員工對培訓(xùn)課的滿意度。
 
關(guān)鍵詞：員工培訓(xùn)，培訓(xùn)體系，培訓(xùn)計劃

Abstract
 In our country, enterprise's staff training and the development took the human resources management strategy an important constituent, very many enterprises also trained to the staff invested the enormous enthusiasm. But how to design and establishe a set to be scientific, to conform to our country national condition, can adapt the knowledge economy time enterprise to develop demand staff training and the development system, specially is the state-owned enterprise said to the domestic enterprise, is has the extremely great significance the topic.
 The author had practised month time in the Xinsha harbor affairs limited company, through research technique and so on face-to-face talk investigation, material analysis, document analysis, unifies from this company's training system present situation and the concrete realization situation, discovered this company trains the system to have following five deficiency: The training plan is separated from the demand; Lacks the psychological training stratification plane in the training content; The interior trains the lecturer the quality to be irregular; The staff participates in training the enthusiasm not to be high; The training effect appraisal insufficiently is comprehensive. And aimed at these questions to correspond proposed the solution measure: Establishment based on staff professional profession plan training system; The increase work should stir up processing curriculum training; Strengthen the interior to train the lecturer the management; Use open style teaches; Investigate the staff to train the class the degree of satisfaction.
 
Key words: Staff's training, training system, training program