HYS公司员工培训体系设计
摘要
中国加入世贸以后，国内外企业同台竞技，市场竞争日益激烈，从产品、
技术、资金、服务到品牌的竞争，在众多竞争的背后是人才的竞争，企业的成
长更离不开人才的成长与进步。因此，培训与教育从来没有像今天这样深刻地
影响、决定着企业的生存与发展。显而易见，新经济已对传统培训、教育的理
念彻底提出了挑战。目前许多企业也逐渐认识到系统培训的重要性，希望通过
培训学习，提高企业的创新能力，增强市场竞争力。
本文对目前企业培训的现状及发展趋势进行分析，全面论述了人力资源在
企业中的重要性，以及员工培训与开发作为企业人力资源战略中的重要组成部
分在企业中越来越受到重视。结合本人所在企业HYS公司的人力资源管理的具
体情况，进行分析，从培训入手，对本企业培训体制进行改革，建立完善科学
的培训体系，对员工进行长期系统化培训。本文除前言外，共分四个部分，第
一部分主要介绍了国内企业培训的现状，存在的问题以及员工培训体系的模型；
第二部分介绍HYS公司的发展历程及现状，着重分析了该公司在人力资源管理
尤其是培训管理方面存在的问题；第三部分对HYS公司员工培训和开发体系的
设计内容进行了较详细的阐述；第四部分介绍对员工培训效果进行评估的实施
方法及评价该培训体系实施的效果。
在本文中，根据企业的实际情况和发展需要，将培训体系设计的重点放在管
理干部的培训上，并将管理干部的培训分为初、中、高级三个阶段。
Since China enrolled WTO, the competition between domestic and alien companies in the same market goes on aggravating struggle day and day. Competitors have contended market with their contedibility such as products, technologies, capital, services, and even brand. But the ability of qualified personnel should be the most important factor in the contendibility. Enterprises have developed with the advance and improvement of their people. Therefor, survival and developing of a company must never be impacted deeply and decided by training and educating of employees before. It is easy to see that new economic has challenged traditional notion of drilling and educating. In recently, more and more companies have recognized step by step that the importance of constant training. And they hoped to improve innovatability and increase capability of marketing competition via systemic training and studying.
This thesis will identify the trends and real situations at present of exercitation in the company. It discussed entirely about the fundamentality of human resources and the limelight which staff training should be the very important part of the stratagem of enterprise human resources. According to the essence of the administration of human resources that I had sought in HYS company, we found that our staffers couldn' t be trained systemically and constantly until reconstruct the
previous structure of training system and construct completely and scientific of it.
There are four departments in the thesis excluded the forward as follows:
First, it introduced the training actualities and the problems in the domestic companies. Referred mold of training system subsequently.
Second, we put our sights on introducing the development history and actualities of HYS firm. Analyzed acutely the questions in human resources management especially on training side
The next stated design detail of staff training and developing system for HYS firm.
In the last part, I'd like to introduce the methods of evaluating of the effect of the training system and show you how could we assess it drilling by the training system.
In this thesis, according to the actualities and developing required, the emphases of training. And separate it in three stages as junior, middle and senior.
技术、资金、服务到品牌的竞争，在众多竞争的背后是人才的竞争，企业的成
长更离不开人才的成长与进步。因此，培训与教育从来没有像今天这样深刻地
影响、决定着企业的生存与发展。显而易见，新经济已对传统培训、教育的理
念彻底提出了挑战。目前许多企业也逐渐认识到系统培训的重要性，希望通过
培训学习，提高企业的创新能力，增强市场竞争力。
本文对目前企业培训的现状及发展趋势进行分析，全面论述了人力资源在
企业中的重要性，以及员工培训与开发作为企业人力资源战略中的重要组成部
分在企业中越来越受到重视。结合本人所在企业HYS公司的人力资源管理的具
体情况，进行分析，从培训入手，对本企业培训体制进行改革，建立完善科学
的培训体系，对员工进行长期系统化培训。本文除前言外，共分四个部分，第
一部分主要介绍了国内企业培训的现状，存在的问题以及员工培训体系的模型；
第二部分介绍HYS公司的发展历程及现状，着重分析了该公司在人力资源管理
尤其是培训管理方面存在的问题；第三部分对HYS公司员工培训和开发体系的
设计内容进行了较详细的阐述；第四部分介绍对员工培训效果进行评估的实施
方法及评价该培训体系实施的效果。
在本文中，根据企业的实际情况和发展需要，将培训体系设计的重点放在管
理干部的培训上，并将管理干部的培训分为初、中、高级三个阶段。
Since China enrolled WTO, the competition between domestic and alien companies in the same market goes on aggravating struggle day and day. Competitors have contended market with their contedibility such as products, technologies, capital, services, and even brand. But the ability of qualified personnel should be the most important factor in the contendibility. Enterprises have developed with the advance and improvement of their people. Therefor, survival and developing of a company must never be impacted deeply and decided by training and educating of employees before. It is easy to see that new economic has challenged traditional notion of drilling and educating. In recently, more and more companies have recognized step by step that the importance of constant training. And they hoped to improve innovatability and increase capability of marketing competition via systemic training and studying.
This thesis will identify the trends and real situations at present of exercitation in the company. It discussed entirely about the fundamentality of human resources and the limelight which staff training should be the very important part of the stratagem of enterprise human resources. According to the essence of the administration of human resources that I had sought in HYS company, we found that our staffers couldn' t be trained systemically and constantly until reconstruct the
previous structure of training system and construct completely and scientific of it.
There are four departments in the thesis excluded the forward as follows:
First, it introduced the training actualities and the problems in the domestic companies. Referred mold of training system subsequently.
Second, we put our sights on introducing the development history and actualities of HYS firm. Analyzed acutely the questions in human resources management especially on training side
The next stated design detail of staff training and developing system for HYS firm.
In the last part, I'd like to introduce the methods of evaluating of the effect of the training system and show you how could we assess it drilling by the training system.
In this thesis, according to the actualities and developing required, the emphases of training. And separate it in three stages as junior, middle and senior.
引文
[1] 李明德、陈维政、钟丽霞．组织行为与人力资源管理．四川：四川工商管理学院系列教材．
[2] 何承金．人力资源管理．成都：四川大学出版社，2000．
[3] 余凯成、程文文、陈维政．人力资源管理．大连：大连理工大学出版社，2000．
[4] 张一弛．人力资源管理教程．北京：北京大学出版社，1998．
[5] 李春苗、林泽炎、裴丽芳．企业培训设计与管理．广州：广东经济出版社，2002
[6] 刘彩凤：《培训管理》，海天出版社，2002年。
[7] 郑绍濂、陈万华、胡君辰、杨洪兰．人力资源开发与管理．上海：复旦大学出版社，1995
[8] 罗锐韧、曾繁正．组织行为学．红旗出版社，1997
[9] 陈锷、原二军．人力资源经理MBA强化教程．北京：中国经济出版社，2002
[10] 安佑、曾宝成．人力资源管理理论．北京：国际科技大学出版社，2001
[11] 罗锐韧、曾繁正．哈佛商学院MBA教程系列 人力资源管理．红旗出版社，1997．
[12] 窦胜功．人力资源管理．沈阳：沈阳出版社，2000
[13] 潘海．员工培训与开发手册．企业管理出版社，2001
[14] 么子国．留住人才．北京：中国时代经济出版社，2002
[15] 戴园晨、姚先国．新经济时代人力资本开发育管理战略．北京：中国劳动社会保障出版社，2001
[16] 崔保华．人力资源整合(精华读本)．合肥：安徽人民出版社，2002
[17] 赵曼．人力资源开发与管理．北京：中国劳动社会保障出版社，2002
[18] 龚敏．组织行为学．上海：上海财经大学出版社，2002
[19] 郑晓明．组织行为学．北京：经济科学出版社，2002
[20] 斯蒂芬．p．罗宾斯．组织行为学．北京：中国人民大学出版社，2000
[21] 加里．德斯勒．人力资源管理．北京：中国人民大学出版社，2000
[22] 杰克．J．菲利普斯．培训评估与衡量方法(第三版)．上海：南开大学出版社，2001
[23] 佩里．佐斯、苏姗娜．斯基芬妮．人力资源训练完全指南．电子工业出版社，2002．
[24] 斯蒂芬．p．罗宾斯．管理学．北京：中国人民大学出版社，1999
[25] R．韦恩．蒙迪、罗伯特．M．诺埃．人力资源管理．经济科学出版社，1996
[26] 詹姆斯．W．沃克．人力资源战略．北京：人民大学出版社，2001
[27] 雷蒙德．A．诺伊．雇员培训与开发．北京：人民大学出版社，2001
[28] 劳伦斯．S．克雷曼．人力资源管理：获取竞争优势的工具．机械工业出版社，2001
[29] John M.Ivancevieh.Human Resource Management.China Machine Press,2002
[2] 何承金．人力资源管理．成都：四川大学出版社，2000．
[3] 余凯成、程文文、陈维政．人力资源管理．大连：大连理工大学出版社，2000．
[4] 张一弛．人力资源管理教程．北京：北京大学出版社，1998．
[5] 李春苗、林泽炎、裴丽芳．企业培训设计与管理．广州：广东经济出版社，2002
[6] 刘彩凤：《培训管理》，海天出版社，2002年。
[7] 郑绍濂、陈万华、胡君辰、杨洪兰．人力资源开发与管理．上海：复旦大学出版社，1995
[8] 罗锐韧、曾繁正．组织行为学．红旗出版社，1997
[9] 陈锷、原二军．人力资源经理MBA强化教程．北京：中国经济出版社，2002
[10] 安佑、曾宝成．人力资源管理理论．北京：国际科技大学出版社，2001
[11] 罗锐韧、曾繁正．哈佛商学院MBA教程系列 人力资源管理．红旗出版社，1997．
[12] 窦胜功．人力资源管理．沈阳：沈阳出版社，2000
[13] 潘海．员工培训与开发手册．企业管理出版社，2001
[14] 么子国．留住人才．北京：中国时代经济出版社，2002
[15] 戴园晨、姚先国．新经济时代人力资本开发育管理战略．北京：中国劳动社会保障出版社，2001
[16] 崔保华．人力资源整合(精华读本)．合肥：安徽人民出版社，2002
[17] 赵曼．人力资源开发与管理．北京：中国劳动社会保障出版社，2002
[18] 龚敏．组织行为学．上海：上海财经大学出版社，2002
[19] 郑晓明．组织行为学．北京：经济科学出版社，2002
[20] 斯蒂芬．p．罗宾斯．组织行为学．北京：中国人民大学出版社，2000
[21] 加里．德斯勒．人力资源管理．北京：中国人民大学出版社，2000
[22] 杰克．J．菲利普斯．培训评估与衡量方法(第三版)．上海：南开大学出版社，2001
[23] 佩里．佐斯、苏姗娜．斯基芬妮．人力资源训练完全指南．电子工业出版社，2002．
[24] 斯蒂芬．p．罗宾斯．管理学．北京：中国人民大学出版社，1999
[25] R．韦恩．蒙迪、罗伯特．M．诺埃．人力资源管理．经济科学出版社，1996
[26] 詹姆斯．W．沃克．人力资源战略．北京：人民大学出版社，2001
[27] 雷蒙德．A．诺伊．雇员培训与开发．北京：人民大学出版社，2001
[28] 劳伦斯．S．克雷曼．人力资源管理：获取竞争优势的工具．机械工业出版社，2001
[29] John M.Ivancevieh.Human Resource Management.China Machine Press,2002