建立市场机制下电力企业的培训管理模式
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摘要
电力企业作为国民经济的支柱产业，长期以来在计划指导下进行生产经营，计划体制的烙印深厚。尽管如此在条块管理的条件下，电力企业还是取得了很大的成绩，基本改变了电力是制约国民经济发展瓶颈的现状，但是随着国家市场经济的基本建立，电力体制的改革也提到日程，电力企业的市场化进程正在加快，计划管理的模式受到越来越多的质疑。培训作为企业管理系统的一个组成部分，必须适应电力改革的形势，顺势而变。本文就是在这种背景下，对国有电力企业培训现状进行了深入全面的优劣分析，并提出应建立适应市场经济条件下企业培训管理的新模式。
通过借鉴发达国家先进经验，结合中国实际情况，作者在对新模式建立的必要性和可行性分析的基础上，提出了国有电力企业的新型培训管理模式基本框架：在找准培训需求的基础上，制定合理的方案，选择恰当的方法；在实施过程中注重培训成果的转化与应用，及时进行效果评估。该模式的核心在于将培训评估贯穿于整个培训流转环节，强调培训是一项系统工程，需要多方面的配合与协作。同时该模式还考虑到对员工进行个人职业生涯的规划与设计，突出了对员工的重视和尊重。
最后该文还对建立新模式的过程中可能遇到的阻力及障碍做了预测，并提出了实施新模式应树立的观念和采取的措施。
As the support industry of national economy, electricity power enterprise has been running in a command economy for a long time. Although it has achieved great success that electricity power is no longer bottleneck in national economy development, with the establishment and development of market economy in China, electricity power enterprise needs to reform its old way of management. As one part of enterprise management system, training management must also be adapted to the changed circumstances. On this background, the author conducted deep and comprehensive analysis of the actuality of state-owned electricity power enterprises, and proposed suggestion that state-owned electricity power enterprises should create a new type of training structure for electricity power enterprise in a market economy. This paper explores several new types of training structure for electricity power enterprise in a market economy through examining current situation in enterprises.
Drawing on experiences of developed countries and taking into consideration of China's circumstances, the author proposes a new model for training management in electricity power enterprises. The key elements are: locating training demand, setting appropriate method, evaluating training program and managing career development. The most important point of the model is that evaluating training should exist throughout the training management process.
The paper also analyzes the necessity of new structure, feasibility of establishment and difficulties in implementation.
通过借鉴发达国家先进经验，结合中国实际情况，作者在对新模式建立的必要性和可行性分析的基础上，提出了国有电力企业的新型培训管理模式基本框架：在找准培训需求的基础上，制定合理的方案，选择恰当的方法；在实施过程中注重培训成果的转化与应用，及时进行效果评估。该模式的核心在于将培训评估贯穿于整个培训流转环节，强调培训是一项系统工程，需要多方面的配合与协作。同时该模式还考虑到对员工进行个人职业生涯的规划与设计，突出了对员工的重视和尊重。
最后该文还对建立新模式的过程中可能遇到的阻力及障碍做了预测，并提出了实施新模式应树立的观念和采取的措施。
As the support industry of national economy, electricity power enterprise has been running in a command economy for a long time. Although it has achieved great success that electricity power is no longer bottleneck in national economy development, with the establishment and development of market economy in China, electricity power enterprise needs to reform its old way of management. As one part of enterprise management system, training management must also be adapted to the changed circumstances. On this background, the author conducted deep and comprehensive analysis of the actuality of state-owned electricity power enterprises, and proposed suggestion that state-owned electricity power enterprises should create a new type of training structure for electricity power enterprise in a market economy. This paper explores several new types of training structure for electricity power enterprise in a market economy through examining current situation in enterprises.
Drawing on experiences of developed countries and taking into consideration of China's circumstances, the author proposes a new model for training management in electricity power enterprises. The key elements are: locating training demand, setting appropriate method, evaluating training program and managing career development. The most important point of the model is that evaluating training should exist throughout the training management process.
The paper also analyzes the necessity of new structure, feasibility of establishment and difficulties in implementation.
引文
[1] 高文举，《培训管理》，广东经济出版社，2001年4月
[2] (美国)RAYMONDA.NOE徐芳译 《雇员培训与开发》，北京，中国人民大学出版社，2001年4年
[3] 张志和《企业培训实务》 广东经济出版社，2001年9月
[4] 国际劳工局《知识社会中的工作学习与培训》国际劳工局出版处，2002年
[5] 李剑、郭小龙，《新经济时代的人力资源管理》，企业管理出版社 2001年9月出版，32开本，462页
[6] 杨宣志，《培训效果反馈》，《中国人力资源开发》，2002年第一期，总第139期：52-53
[7] 王维洁，《电力企业面临的人才竞争》，《中国电力企业管理》，2002年第2期，总第144期：39-40
[8]上海公共行政与人才资源研究所课题组，《构筑上海人才资源研究高地对策研究报告》，政策篇，第一章 人才投资：加大力度 多元模式
[9] R. A. Noe, J.H. Hollenbeck, B. Gerhart, and P. Wright, Human Resource Management, 2d ed. 1997
[10] L. Gottsfredson, "The g Factor in Employment," Journal of Vocational Behavior 19 (1986):293-196
[11] D. R. Torrence and J. A. Torrence, "Training in the Face of Illiteracy," Training and Development Journal (August 1987):44-49
[12] A. Rossett, "That Ways to Get Management Buy-In," Training and Development (July 1997):19-24
[13] G. Stevens and E. Stevens, "The Truth about EPSS," Training and Development 50 (1996) :59-61
[14] G. M. Piskurich, Self-Directed Learning (San Francisco: Jossey-bass, 1993)
[15] J. Alden and J. Kirkhorn, "Case Studies," in The ASTD Trainging and Development Handbook, 4th ed.:497-516
[16] H. Kelly, "Case Method Training:What It is and How It Works," in Effective Training Delivery, ed.D. Zielinski (Minneapolis: Lakewood Books, 1989):95-96
[2] (美国)RAYMONDA.NOE徐芳译 《雇员培训与开发》，北京，中国人民大学出版社，2001年4年
[3] 张志和《企业培训实务》 广东经济出版社，2001年9月
[4] 国际劳工局《知识社会中的工作学习与培训》国际劳工局出版处，2002年
[5] 李剑、郭小龙，《新经济时代的人力资源管理》，企业管理出版社 2001年9月出版，32开本，462页
[6] 杨宣志，《培训效果反馈》，《中国人力资源开发》，2002年第一期，总第139期：52-53
[7] 王维洁，《电力企业面临的人才竞争》，《中国电力企业管理》，2002年第2期，总第144期：39-40
[8]上海公共行政与人才资源研究所课题组，《构筑上海人才资源研究高地对策研究报告》，政策篇，第一章 人才投资：加大力度 多元模式
[9] R. A. Noe, J.H. Hollenbeck, B. Gerhart, and P. Wright, Human Resource Management, 2d ed. 1997
[10] L. Gottsfredson, "The g Factor in Employment," Journal of Vocational Behavior 19 (1986):293-196
[11] D. R. Torrence and J. A. Torrence, "Training in the Face of Illiteracy," Training and Development Journal (August 1987):44-49
[12] A. Rossett, "That Ways to Get Management Buy-In," Training and Development (July 1997):19-24
[13] G. Stevens and E. Stevens, "The Truth about EPSS," Training and Development 50 (1996) :59-61
[14] G. M. Piskurich, Self-Directed Learning (San Francisco: Jossey-bass, 1993)
[15] J. Alden and J. Kirkhorn, "Case Studies," in The ASTD Trainging and Development Handbook, 4th ed.:497-516
[16] H. Kelly, "Case Method Training:What It is and How It Works," in Effective Training Delivery, ed.D. Zielinski (Minneapolis: Lakewood Books, 1989):95-96