HTSS研究所培训体系构建方案研究
摘要
随着市场经济的发展,培训作为人力资源开发的主要手段,在企业管理、人力资源开发、提升企业整体效益方面发挥着越来越重要的作用HTSS研究所处于一个大的发展与变革转型期,该所管理人员与专业技术人员的新老交替基本完成,但其能力素质问题亟待提高,技能人才队伍建设问题也日益突显。构建一个科学、合理,运作流畅的内部培训体系,对该所实现可持续性发展具有重要的现实意义。
本文在文献综述部分对构建培训体系所涉及的理论进行了介绍和评析,其中包括:系统管理理论、人力资源管理及人力资本理论、激励理论、学习型组织理论及培训研究与发展相关理论。通过对这些理论的分析和总结,本文得出企业培训工作要做到行之有效,首先必须建立一套科学完善的培训体系这一结论,并对培训体系的内涵进行了分析,总结了构建培训体系的原则及目标。
在此基础上,结合对西安航天复合材料研究所培训工作现状的分析,以解决该研究所培训工作中存在的实际问题为出发点,提出该研究所培训体系的构成要素包含培训组织体系、培训课程体系、培训运行体系3个分体系,并分析了3者之间的逻辑关系。
然后,把培训工作置于研究所发展战略规划的大背景中,定位培训体系为人力资源管理系统中的一部分,结合研究所实际,以建立员工岗位胜任特征模型为核心,构建了HTSS研究所培训体系框架,并对每个分体系的内容、具体流程及方法进行了较系统的分析。
培训工作实务与理论研究在我国还不成熟,培训体系的建立更是处于起步阶段,对于培训体系的概念及内涵没有一个统一的理解,本文的研究对于西安航天复合材料研究所以及类似企业建立系统的培训体系,保证培训行为的有效性,提高培训工作绩效具有一定的现实指导意义。
With the development of socialistic market economy, training acts as a main means in development of Human Resources and plays a more and more important role in enterprise management, human resources development and enhancement of the whole benefit of the enterprise. In a stage of great development and a period of transformation, HTSS Institute has finished its new - old replacement of the professionals and managerial personnel. But the quality and ability should be improved and the issue of construction of the talents personnel with high skill becomes more and more obvious. So construction of a reasonable, scientific and fluent-operation internal training and education system has important realistic meaning for the sustainable development of HTSS Institute.
In this paper, the theories related to training system construction are introduced and overviewed, which include system management theory, human resources management and human capital theory, motivation theory, learning organization theory and training study and development theory. Through analysis, this paper concludes that a scientific and complete training system must be set up and is the foundation of effective training. Also presented in the paper are the meaning analysis of training system, principle and target of training system to be constructed.
Then, combined with the analysis to the current status of training works in HTSS Institute, and starting from the realistic problems in the training system, this paper puts forward the constituent elements in training system, namely training organization system, training content system and training operation system. The logic relations between the three subsystem are analyzed.
Finally, this paper studies the training works in the background of the Institute's development strategic plan and concludes that the training system is part of the human resources management system. Taking HTSS Institute as the study target, and setting up the Competency Characteristic Model as the core, a training frame, A systematic analysis to the contents, flow and method of each subsystem are made.
The Research on the Training Theory and Practice is still very unripe in China. The construction of training system is at the starting stage. No consistent understanding of the concept and meaning of the training system exists. This paper has some guidance meaning to HTSS Institute, or similar organizations, for constructing systematic training system, guaranteeing the effectiveness and the performance of the training system.
本文在文献综述部分对构建培训体系所涉及的理论进行了介绍和评析,其中包括:系统管理理论、人力资源管理及人力资本理论、激励理论、学习型组织理论及培训研究与发展相关理论。通过对这些理论的分析和总结,本文得出企业培训工作要做到行之有效,首先必须建立一套科学完善的培训体系这一结论,并对培训体系的内涵进行了分析,总结了构建培训体系的原则及目标。
在此基础上,结合对西安航天复合材料研究所培训工作现状的分析,以解决该研究所培训工作中存在的实际问题为出发点,提出该研究所培训体系的构成要素包含培训组织体系、培训课程体系、培训运行体系3个分体系,并分析了3者之间的逻辑关系。
然后,把培训工作置于研究所发展战略规划的大背景中,定位培训体系为人力资源管理系统中的一部分,结合研究所实际,以建立员工岗位胜任特征模型为核心,构建了HTSS研究所培训体系框架,并对每个分体系的内容、具体流程及方法进行了较系统的分析。
培训工作实务与理论研究在我国还不成熟,培训体系的建立更是处于起步阶段,对于培训体系的概念及内涵没有一个统一的理解,本文的研究对于西安航天复合材料研究所以及类似企业建立系统的培训体系,保证培训行为的有效性,提高培训工作绩效具有一定的现实指导意义。
With the development of socialistic market economy, training acts as a main means in development of Human Resources and plays a more and more important role in enterprise management, human resources development and enhancement of the whole benefit of the enterprise. In a stage of great development and a period of transformation, HTSS Institute has finished its new - old replacement of the professionals and managerial personnel. But the quality and ability should be improved and the issue of construction of the talents personnel with high skill becomes more and more obvious. So construction of a reasonable, scientific and fluent-operation internal training and education system has important realistic meaning for the sustainable development of HTSS Institute.
In this paper, the theories related to training system construction are introduced and overviewed, which include system management theory, human resources management and human capital theory, motivation theory, learning organization theory and training study and development theory. Through analysis, this paper concludes that a scientific and complete training system must be set up and is the foundation of effective training. Also presented in the paper are the meaning analysis of training system, principle and target of training system to be constructed.
Then, combined with the analysis to the current status of training works in HTSS Institute, and starting from the realistic problems in the training system, this paper puts forward the constituent elements in training system, namely training organization system, training content system and training operation system. The logic relations between the three subsystem are analyzed.
Finally, this paper studies the training works in the background of the Institute's development strategic plan and concludes that the training system is part of the human resources management system. Taking HTSS Institute as the study target, and setting up the Competency Characteristic Model as the core, a training frame, A systematic analysis to the contents, flow and method of each subsystem are made.
The Research on the Training Theory and Practice is still very unripe in China. The construction of training system is at the starting stage. No consistent understanding of the concept and meaning of the training system exists. This paper has some guidance meaning to HTSS Institute, or similar organizations, for constructing systematic training system, guaranteeing the effectiveness and the performance of the training system.
引文
[1]郭京生、潘立,人员培训实务手册,机械工业出版社,2005.1,总序.
[2]中国航天科技集团公司简介,www.people.com.cn.
[3]记者张毅,全力铸造国际一流宇航公司——中国航天科技集团公司改革创新纪实,新华网北京2月5日电.
[4]殷兴良,大力实施人才强企战略,为集团公司可持续发展提供强有力的人才保证和智力支持,航天人才,2005,NO1,总第29期.
[5]C.Murphy,"The Next French Revolution,"Fortune,June12,2000.p.156-168.
[6]"Human Capital a Key To Higher Market Value,"Business Finance,December 1999,p.15.
[7]李啸尘主编,《新人力资源管理——开发培训卷》,石油工业出版社,P471-472.
[8]秦志华,人力资源管理,中国人民大学出版社,2003,P167.
[9]马新建等,人力资源管理与开发,石油工业出版社,2003.9,P224.
[10]秦志华,人力资源管理,中国人民大学出版社,2003,P170.
[11]刘彩凤,培训管理,海天出版社,2002.2,P2.
[12]王强,如何构建有效合理的培训体系,www.moways.com.sg.
[13]、彭剑锋、包政主编,《人员甄选录用与培训卷》,中国人民大学出版社,1993年版.
[14]朱江,卡斯特等人的系统管理理论,管理现代化,1993(2),P42-43.
[15]马新建等编著,人力资源管理与开发,北京:石油工业出版社,2003.9,P5、5-10.
[16]王新华,孙剑平.国内外人力资本定价理论研究综述[J].人力资源,2003,4(8):P21-31.
[17]马新建等编著,人力资源管理与开发,北京:石油工业出版社,2003.9.P19.
[18]赵曙明,人力资源管理与开发,中国人事出版社,1998,P26.
[19]曹蓉,组织行为学,陕西人民出版社,2005,P113-115.
[20]王雪芹.企业人力资源管理与激励机制[J].河南商业高等专科学校学 报,2002,1(3):24-25.
[21]张德,人力资源开发与管理,北京,清华大学出版社,2001,P272.
[22]张翠珠、余莉,企业培训战略及规划模式,现代教育企业,2002(11).
[23]洪亮,胜任素质模型在员工培训工作中的应用,中国培训,2007,(2).
[24]赵林 解艳华,非人力资源部门的人力资源管理《企业研究》总258期2005-12-80.
[25]J.C.Szabo,"Boosting Workers'Basic Skills,"Nation's Business,January 1992,P38-40.
[26]郭燕燕,关于企业培训课程体系建设的思考,航天人才,2006,(3).
[27]基于胜任力的人力资源管理研究,www.cnshu.cn.
[28]郭京生、潘立,人员培训实务手册,机械工业出版社,2005.1,P22.
[29]朱序来,课件:企业培训策划与管理.
[30]刘彩凤,培训管理,海天出版社,2002.2,P222-223.
[31]陈治华.知识型员工的特点与激励策略分析[J].甘肃理论学,2004,2(5).P3-4.
[32]吴国魁,对企业中层管理和技术人员培训的思考,中国培训,2005,NO8
[2]中国航天科技集团公司简介,www.people.com.cn.
[3]记者张毅,全力铸造国际一流宇航公司——中国航天科技集团公司改革创新纪实,新华网北京2月5日电.
[4]殷兴良,大力实施人才强企战略,为集团公司可持续发展提供强有力的人才保证和智力支持,航天人才,2005,NO1,总第29期.
[5]C.Murphy,"The Next French Revolution,"Fortune,June12,2000.p.156-168.
[6]"Human Capital a Key To Higher Market Value,"Business Finance,December 1999,p.15.
[7]李啸尘主编,《新人力资源管理——开发培训卷》,石油工业出版社,P471-472.
[8]秦志华,人力资源管理,中国人民大学出版社,2003,P167.
[9]马新建等,人力资源管理与开发,石油工业出版社,2003.9,P224.
[10]秦志华,人力资源管理,中国人民大学出版社,2003,P170.
[11]刘彩凤,培训管理,海天出版社,2002.2,P2.
[12]王强,如何构建有效合理的培训体系,www.moways.com.sg.
[13]、彭剑锋、包政主编,《人员甄选录用与培训卷》,中国人民大学出版社,1993年版.
[14]朱江,卡斯特等人的系统管理理论,管理现代化,1993(2),P42-43.
[15]马新建等编著,人力资源管理与开发,北京:石油工业出版社,2003.9,P5、5-10.
[16]王新华,孙剑平.国内外人力资本定价理论研究综述[J].人力资源,2003,4(8):P21-31.
[17]马新建等编著,人力资源管理与开发,北京:石油工业出版社,2003.9.P19.
[18]赵曙明,人力资源管理与开发,中国人事出版社,1998,P26.
[19]曹蓉,组织行为学,陕西人民出版社,2005,P113-115.
[20]王雪芹.企业人力资源管理与激励机制[J].河南商业高等专科学校学 报,2002,1(3):24-25.
[21]张德,人力资源开发与管理,北京,清华大学出版社,2001,P272.
[22]张翠珠、余莉,企业培训战略及规划模式,现代教育企业,2002(11).
[23]洪亮,胜任素质模型在员工培训工作中的应用,中国培训,2007,(2).
[24]赵林 解艳华,非人力资源部门的人力资源管理《企业研究》总258期2005-12-80.
[25]J.C.Szabo,"Boosting Workers'Basic Skills,"Nation's Business,January 1992,P38-40.
[26]郭燕燕,关于企业培训课程体系建设的思考,航天人才,2006,(3).
[27]基于胜任力的人力资源管理研究,www.cnshu.cn.
[28]郭京生、潘立,人员培训实务手册,机械工业出版社,2005.1,P22.
[29]朱序来,课件:企业培训策划与管理.
[30]刘彩凤,培训管理,海天出版社,2002.2,P222-223.
[31]陈治华.知识型员工的特点与激励策略分析[J].甘肃理论学,2004,2(5).P3-4.
[32]吴国魁,对企业中层管理和技术人员培训的思考,中国培训,2005,NO8