从三九看企业的广义培训
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摘要
本文通过对三九医药股份有限公司的培训工作的总结和分析，指出了当前国有企业培训中普遍存在的问题，并通过对培训定义的外延的拓展，使人们对培训概念有一个全新的认识。本文还通过对通用电气公司培训工作的分析，同时结合广义培训的概念，为三九医药股份有限公司这样典型的大型国有企业的广义培训体系建设和今后企业培训工作的发展方向，提出了建议。
为了能使企业在知识经济时代立于不败之地，现代企业都开始投入大量的资源进行员工培训。当前国内企业的培训体系普遍沿用的传统学校教育体系，已经开始严重制约了企业内部的知识传播，同时限制了企业培训未来的发展。所以我们需要对企业培训重新定义。
三九医药股份有限公司是国内一家大型的医药产品和服务提供商，从2000年开始公司对员工进行培训。刚起步的三九培训工作取得了一定的成绩，但是三九的培训工作还是存在很多的问题，这些问题在一定的程度上代表了国内大型国有企业培训中普遍存在的问题。本文通过对三九医药股份有限公司的培训案例的分析和对现在企业培训的发展趋势的总结，提出广义培训的概念。广义培训就是知识在企业内部传播的过程。
在对通用电气公司的培训案例的分析中，本文进一步概括了国际化企业在广义培训上的理论、方法和具体运作过程，为国内企业如何开展广义培训总结出一些原则和规律。
最后，本文结合通用电气公司的广义培训的经验和三九医药股份有限公司培训工作的实际情况，针对国内企业培训中普遍存在的误区，指出了我国企业如何在培训中向国外优秀企业学习，并提出了国有大型企业开展广义培训的具体模式和建议。
This thesis points out the ubiquitous problems existing in the training of the state enterprises through summarizing and analyzing the training of the 999 Medical & Pharmaceutical Co.Ltd., and gives people a new cognition through developing the extension of the definition of training. Through analyzing the training of GE and combining the definition of the generalized training, gives advices for the construction of the generalized training system and developing direction of the training of the enterprise such as 999 Medical & Pharmaceutical Co.Ltd. which is a typical big state enterprise.
For still developing the enterprises in the era of knowledge economy, the modern enterprises begin to use great number of resources to train their stuff. Now, the training system of domestic enterprises follows commonly the traditional school education system, such situation already begins to extremely restricts the knowledge spreading inside of the enterprises, at the same time limits the future development of enterprises. So we need a new definition of the enterprises training.
999 Medical & Pharmaceutical Co.Ltd. is a great domestic supplier of medicine and medical service, it began to train its stuff from 2000. Also the training given by 999 acquires some achievement, but there are some problems existing in the training work of 999, and these problems are the ubiquitous problems of the enterprise training of the domestic big state enterprises. This thesis gives us a generalized training definition through analyzing the training cases of the999 Medical & Pharmaceutical Co.Ltd. and summarizing the developing direction of modern enterprises training. The definition of generalized training is the course of knowledge spreading inside the enterprises.
In the analyzing the training cases of GE, this thesis gathered it up that the theories, the methods and the course of the conducting of the generalized training of international enterprises, and gave some principles and rules on how to conduct the generalized training for the domestic enterprises.
In the end, combining experience of the GE generalized training and the training conduct of 999 Medical & Pharmaceutical Co.Ltd., aiming at the ubiquitous problems of training of the domestic enterprises, tells us how to learn the good experience from the good international enterprises, and gave the concrete mode and advices of the generalized training.
为了能使企业在知识经济时代立于不败之地，现代企业都开始投入大量的资源进行员工培训。当前国内企业的培训体系普遍沿用的传统学校教育体系，已经开始严重制约了企业内部的知识传播，同时限制了企业培训未来的发展。所以我们需要对企业培训重新定义。
三九医药股份有限公司是国内一家大型的医药产品和服务提供商，从2000年开始公司对员工进行培训。刚起步的三九培训工作取得了一定的成绩，但是三九的培训工作还是存在很多的问题，这些问题在一定的程度上代表了国内大型国有企业培训中普遍存在的问题。本文通过对三九医药股份有限公司的培训案例的分析和对现在企业培训的发展趋势的总结，提出广义培训的概念。广义培训就是知识在企业内部传播的过程。
在对通用电气公司的培训案例的分析中，本文进一步概括了国际化企业在广义培训上的理论、方法和具体运作过程，为国内企业如何开展广义培训总结出一些原则和规律。
最后，本文结合通用电气公司的广义培训的经验和三九医药股份有限公司培训工作的实际情况，针对国内企业培训中普遍存在的误区，指出了我国企业如何在培训中向国外优秀企业学习，并提出了国有大型企业开展广义培训的具体模式和建议。
This thesis points out the ubiquitous problems existing in the training of the state enterprises through summarizing and analyzing the training of the 999 Medical & Pharmaceutical Co.Ltd., and gives people a new cognition through developing the extension of the definition of training. Through analyzing the training of GE and combining the definition of the generalized training, gives advices for the construction of the generalized training system and developing direction of the training of the enterprise such as 999 Medical & Pharmaceutical Co.Ltd. which is a typical big state enterprise.
For still developing the enterprises in the era of knowledge economy, the modern enterprises begin to use great number of resources to train their stuff. Now, the training system of domestic enterprises follows commonly the traditional school education system, such situation already begins to extremely restricts the knowledge spreading inside of the enterprises, at the same time limits the future development of enterprises. So we need a new definition of the enterprises training.
999 Medical & Pharmaceutical Co.Ltd. is a great domestic supplier of medicine and medical service, it began to train its stuff from 2000. Also the training given by 999 acquires some achievement, but there are some problems existing in the training work of 999, and these problems are the ubiquitous problems of the enterprise training of the domestic big state enterprises. This thesis gives us a generalized training definition through analyzing the training cases of the999 Medical & Pharmaceutical Co.Ltd. and summarizing the developing direction of modern enterprises training. The definition of generalized training is the course of knowledge spreading inside the enterprises.
In the analyzing the training cases of GE, this thesis gathered it up that the theories, the methods and the course of the conducting of the generalized training of international enterprises, and gave some principles and rules on how to conduct the generalized training for the domestic enterprises.
In the end, combining experience of the GE generalized training and the training conduct of 999 Medical & Pharmaceutical Co.Ltd., aiming at the ubiquitous problems of training of the domestic enterprises, tells us how to learn the good experience from the good international enterprises, and gave the concrete mode and advices of the generalized training.
引文
[1] 高文举著.培训管理.广东经济出版社，2001
[2]（美国）彼得?圣吉等著 中国人民大学工商管理研修中心编译.变革之舞.东方出版社，2001
[3]（美国）杰克?韦尔奇，约翰?拜恩著.曹彦博等译. 杰克?韦尔奇自转.中信出版社，2001
[4]（美国）罗伯特?史雷特著.刘爱红 刘承钢译. 杰克?韦尔奇与通用之路，1999
[5]（美国）罗伯特?史雷特著.刘爱红 刘承钢译.通用商战实录，2000
[6] 吴必达编著.成功企业如何培训员工.中国致公出版社，2001
[7]（美国）凯瑟琳?米勒著 袁军等译.组织传播.华夏出版社，2000
[8] (美国)雷蒙德?A?诺伊著 徐芳译.雇员培训与开发.中国人民大学出版社，2001
[9]（加拿大）弗朗西斯?赫瑞比著 郑晓明等译.管理知识员工.机械工业出版社，2000
[10]（美国）斯蒂芬?P?罗宾斯著 孙建敏 李原等译.组织行为学.中国人民大学出版社，1997
[11]（美国）斯蒂芬?P?罗宾斯著 闻杰 杨军译.管理学.中国人民出版社，1997
[12]（美国）加里?德斯勒著 刘昕 吴雯芳等译.人力资源管理.中国人民出版社，1999
[13]（英国）大卫?J?斯卡姆著 王若光等译.知识网络.辽宁画报出版社，2001
[14] 汪丁丁著.记住未来.社会科学文献出版社，2001
[15] 韩秀云著.最后一击.中国青年出版社，2001
[16] 潘海编著.员工培训与开发手册.企业管理出版社，2001
[17] 郑继超编译.人事主管实务全书，航天工业出版社，2001
[18] David. Training within the Organization. Kindtavistock publications 1986
[19] 张小虎著.从摩托罗拉大学看跨过公司的培训战略：[工商管理硕士学位论文].北京:清华大学经济管理学院，2001
[20] Michael Zwell. Creating a Culture of Competence. John Wiley &Sons,Inc.2000
[21] Peter Novins, Richard Armstrong. Choosing Your Spots for Knowledge Management. Perspectives on Business Innovation, 1st 2000
[22] Jeffrey Pfeffer, Robert l. Sutton. The Knowing-Doing Gap: How Smart Companies Turn Knowledge Into Action. Harvard Business School Press,1999
[23] 黎扬.你想要的是什么--来自培训评估的思考.经理人,2001,4:110～111
[24]（英国）马丁·所罗门著 孙桥等译.培训战略与实务.商务印书馆国际有限公司，1999
[2]（美国）彼得?圣吉等著 中国人民大学工商管理研修中心编译.变革之舞.东方出版社，2001
[3]（美国）杰克?韦尔奇，约翰?拜恩著.曹彦博等译. 杰克?韦尔奇自转.中信出版社，2001
[4]（美国）罗伯特?史雷特著.刘爱红 刘承钢译. 杰克?韦尔奇与通用之路，1999
[5]（美国）罗伯特?史雷特著.刘爱红 刘承钢译.通用商战实录，2000
[6] 吴必达编著.成功企业如何培训员工.中国致公出版社，2001
[7]（美国）凯瑟琳?米勒著 袁军等译.组织传播.华夏出版社，2000
[8] (美国)雷蒙德?A?诺伊著 徐芳译.雇员培训与开发.中国人民大学出版社，2001
[9]（加拿大）弗朗西斯?赫瑞比著 郑晓明等译.管理知识员工.机械工业出版社，2000
[10]（美国）斯蒂芬?P?罗宾斯著 孙建敏 李原等译.组织行为学.中国人民大学出版社，1997
[11]（美国）斯蒂芬?P?罗宾斯著 闻杰 杨军译.管理学.中国人民出版社，1997
[12]（美国）加里?德斯勒著 刘昕 吴雯芳等译.人力资源管理.中国人民出版社，1999
[13]（英国）大卫?J?斯卡姆著 王若光等译.知识网络.辽宁画报出版社，2001
[14] 汪丁丁著.记住未来.社会科学文献出版社，2001
[15] 韩秀云著.最后一击.中国青年出版社，2001
[16] 潘海编著.员工培训与开发手册.企业管理出版社，2001
[17] 郑继超编译.人事主管实务全书，航天工业出版社，2001
[18] David. Training within the Organization. Kindtavistock publications 1986
[19] 张小虎著.从摩托罗拉大学看跨过公司的培训战略：[工商管理硕士学位论文].北京:清华大学经济管理学院，2001
[20] Michael Zwell. Creating a Culture of Competence. John Wiley &Sons,Inc.2000
[21] Peter Novins, Richard Armstrong. Choosing Your Spots for Knowledge Management. Perspectives on Business Innovation, 1st 2000
[22] Jeffrey Pfeffer, Robert l. Sutton. The Knowing-Doing Gap: How Smart Companies Turn Knowledge Into Action. Harvard Business School Press,1999
[23] 黎扬.你想要的是什么--来自培训评估的思考.经理人,2001,4:110～111
[24]（英国）马丁·所罗门著 孙桥等译.培训战略与实务.商务印书馆国际有限公司，1999