DY公司培训方案设计
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摘要
随着当今社会进入知识经济时代,人力资源已经成为社会发展进步的第一资源,全面提升人力资源的开发水平是国家经济进步及企业经济增长的必然条件。在科学技术突飞猛进、国际竞争日益激烈的今天,人力资源综合素质的竞争已经成为企业间竞争的本质。在企业人力资源管理活动中,培训已经成为企业获取竞争优势的重要手段,如何通过提升培训水平来获取人力资源优势,提高企业竞争力,已经成为企业越来越关注的问题。基于职业发展视角的培训模式在培训活动的各个环节中引入对职业发展相关内容的分析,让培训活动的开展更具针对性。通过进行职业发展规划,可以提高员工对自身职业发展的认识,调动员工参加培训的主动性与积极性,加强培训效果转化的可行性,保障培训的有效运行。所以基于职业发展视角的培训成为提高企业竞争力的明智之选。
本文在研究中采用了文献研究法、数据分析法、归纳法与问卷调查法。通过对DY公司员工进行调查发现,DY公司的员工对于公司目前的培训方案满意度较低,培训需求分析不到位,很多员工的培训需求较大却得不到培训机会,培训后的考评制度实施也不规范,培训效果不理想却得不到改进。
DY公司是一家专业无线电通信系统的开发商和分销商。随着国家专业无线电通信体制的不断改革,需求的不断增加引入了更为激烈的市场竞争,DY公司需要打造高素质的团队来应对市场的挑战。因此,根据DY公司的实际情况并进行调查分析,总结出需要重点解决的问题,并设计出基于职业发展视角的员工培训方案,明确了实施方案的步骤,进行有效的培训效果评估和培训成果转化。充分发挥员工培训和职业发展对公司人力资源管理和公司发展的推动作用,是本文研究的主要问题。
本文首先回顾了现代培训理论和职业发展理论,在参考国内外文献的基础上,对相关理论做出归纳总结,形成了主要观点和研究方向。其次,以职业发展为视角,对DY公司的培训现状做出分析研究,提出培训中存在的主要问题。第三,将职业发展思想融入培训的各个环节,设计出以组织支持和制度保障为前提、以培训需求调查为依据、以培训实施办法为保障、以培训效果评估为优化措施、以培训成果转化为加强的培训方案,从而构建了一套较为完整的基于职业发展视角的员工培训方案。
DY公司实施基于职业发展视角的培训方案,将职业发展与培训进行结合,把职业发展的思想贯穿于培训的各个环节,满足员工对自我发展的需求,调动员工的培训积极性与主动性,培养员工的忠诚感和使命感,解决了DY公司培训上存在的主要问题,提高了培训工作的科学性、系统性和可行性。基于职业发展视角的培训方案不仅能够全面的提高员工职业素质、为企业储备优秀人才,还能够成为企业发展的强大推动力,为企业赢得竞争优势奠定坚实的基础,为实现企业与员工共同发展提供必要的保障。
As the society enters into the era of knowledge economy, human resource has became the first resource of social development. Improving the level of human resource development is essential both to the economic progress of country and to the development of enterprise. With the competition of countries becoming fierce and the development of science and technologies dramatically improved, the general quality of human resource has became the central part of competition among companies. Of all the human resource management activities, training is a very important approach to acquire advantages over other companies. So how to obtain human resource advantages and improve the competitiveness is gaining increased attention from enterprises. The training mode based on the career development perspective introduces the analyses of career development in every part of training activities and makes the training more targeted. By implementing career development planning, the enterprise can improve the staff's awareness of career development, motivate the staff to join the training and strengthen the feasibility of training effectiveness transformation. So the training based on the career development perspective is the wisely choice to enhance the competitiveness of enterprises.
This paper adopts the methods of literature research, data analysis, induction and questionnaire survey. The investigation the staff of DY company reveals that the staff's satisfaction of current training system is low, and the training needs analysis is not good enough. Many people have high demands yet the chance is not enough. The implementation of assessment mechanism after training is de-normalized. The effect is not ideal and not improved.
The DY company is a developer and dealer of professional radio communication system. Along with the reform of professional radio communication system policy in our country, the increased needs caused more intense market competition. DY company has to build a high-quality team to deal with the challenge. So according to the analysis of the status quo, this paper generalized two important problems, designed both training and implement scheme which based on career development perspective and carried out effective training effect evaluation and training achievement transformation. This paper mainly argues about how to take full advantage of training and career development and give impetus to the human resource management and the development of company.
This paper firstly reviews contemporary training theory and career development theory. Based on the researched on domestic and foreign literatures, this paper generalizes related theory and forms direction of research and main idea. Secondly, this paper based on the career development, analyzed the state quo and pointed out the main problem in training. Thirdly, the paper integrated career development with all aspects of training, designed training scheme with the supports of organizational support, system guarantee, training needs survey, training implementing planning, training effect evaluation and training achievement transformation.
By implementing of training scheme based on career development perspective, the DY company integrated career development with training and ran through all aspects training with career development methods, so that the need of staff's self-development can be satisfied and the initiatives can be motivated. The main problem of training system in DY company is finally resolved and the scientificalness of training and the feasibility of system is enhanced. The training scheme based on the career development perspective not only fully improves the quality of staff, but also reserves talents for enterprises. It can also become the powerful impetus of development,gain advantages for the enterprises and provide necessary protection for both enterprise and staff.
本文在研究中采用了文献研究法、数据分析法、归纳法与问卷调查法。通过对DY公司员工进行调查发现,DY公司的员工对于公司目前的培训方案满意度较低,培训需求分析不到位,很多员工的培训需求较大却得不到培训机会,培训后的考评制度实施也不规范,培训效果不理想却得不到改进。
DY公司是一家专业无线电通信系统的开发商和分销商。随着国家专业无线电通信体制的不断改革,需求的不断增加引入了更为激烈的市场竞争,DY公司需要打造高素质的团队来应对市场的挑战。因此,根据DY公司的实际情况并进行调查分析,总结出需要重点解决的问题,并设计出基于职业发展视角的员工培训方案,明确了实施方案的步骤,进行有效的培训效果评估和培训成果转化。充分发挥员工培训和职业发展对公司人力资源管理和公司发展的推动作用,是本文研究的主要问题。
本文首先回顾了现代培训理论和职业发展理论,在参考国内外文献的基础上,对相关理论做出归纳总结,形成了主要观点和研究方向。其次,以职业发展为视角,对DY公司的培训现状做出分析研究,提出培训中存在的主要问题。第三,将职业发展思想融入培训的各个环节,设计出以组织支持和制度保障为前提、以培训需求调查为依据、以培训实施办法为保障、以培训效果评估为优化措施、以培训成果转化为加强的培训方案,从而构建了一套较为完整的基于职业发展视角的员工培训方案。
DY公司实施基于职业发展视角的培训方案,将职业发展与培训进行结合,把职业发展的思想贯穿于培训的各个环节,满足员工对自我发展的需求,调动员工的培训积极性与主动性,培养员工的忠诚感和使命感,解决了DY公司培训上存在的主要问题,提高了培训工作的科学性、系统性和可行性。基于职业发展视角的培训方案不仅能够全面的提高员工职业素质、为企业储备优秀人才,还能够成为企业发展的强大推动力,为企业赢得竞争优势奠定坚实的基础,为实现企业与员工共同发展提供必要的保障。
As the society enters into the era of knowledge economy, human resource has became the first resource of social development. Improving the level of human resource development is essential both to the economic progress of country and to the development of enterprise. With the competition of countries becoming fierce and the development of science and technologies dramatically improved, the general quality of human resource has became the central part of competition among companies. Of all the human resource management activities, training is a very important approach to acquire advantages over other companies. So how to obtain human resource advantages and improve the competitiveness is gaining increased attention from enterprises. The training mode based on the career development perspective introduces the analyses of career development in every part of training activities and makes the training more targeted. By implementing career development planning, the enterprise can improve the staff's awareness of career development, motivate the staff to join the training and strengthen the feasibility of training effectiveness transformation. So the training based on the career development perspective is the wisely choice to enhance the competitiveness of enterprises.
This paper adopts the methods of literature research, data analysis, induction and questionnaire survey. The investigation the staff of DY company reveals that the staff's satisfaction of current training system is low, and the training needs analysis is not good enough. Many people have high demands yet the chance is not enough. The implementation of assessment mechanism after training is de-normalized. The effect is not ideal and not improved.
The DY company is a developer and dealer of professional radio communication system. Along with the reform of professional radio communication system policy in our country, the increased needs caused more intense market competition. DY company has to build a high-quality team to deal with the challenge. So according to the analysis of the status quo, this paper generalized two important problems, designed both training and implement scheme which based on career development perspective and carried out effective training effect evaluation and training achievement transformation. This paper mainly argues about how to take full advantage of training and career development and give impetus to the human resource management and the development of company.
This paper firstly reviews contemporary training theory and career development theory. Based on the researched on domestic and foreign literatures, this paper generalizes related theory and forms direction of research and main idea. Secondly, this paper based on the career development, analyzed the state quo and pointed out the main problem in training. Thirdly, the paper integrated career development with all aspects of training, designed training scheme with the supports of organizational support, system guarantee, training needs survey, training implementing planning, training effect evaluation and training achievement transformation.
By implementing of training scheme based on career development perspective, the DY company integrated career development with training and ran through all aspects training with career development methods, so that the need of staff's self-development can be satisfied and the initiatives can be motivated. The main problem of training system in DY company is finally resolved and the scientificalness of training and the feasibility of system is enhanced. The training scheme based on the career development perspective not only fully improves the quality of staff, but also reserves talents for enterprises. It can also become the powerful impetus of development,gain advantages for the enterprises and provide necessary protection for both enterprise and staff.
引文
①郭京生,潘立.人员培训实务手册[M].北京：机械工业出版社,2011.
②王少华,姚望春.员工培训实务[M].北京：机械工业出版社,2011.
①王少华,姚望春.员工培训实务[M].北京：机械工业出版社,2011.
①郭京生,潘立.人员培训实务手册[M].北京：机械工业出版社,2011.
①耶胡迪·巴鲁著；陈涛等译.西方职业生涯教程[M].北京：经济管理,2005.
①廖泉文.人力资源管理[M].上海：高等教育出版社,2003.
①施恩著；仇海清译.职业的有效管理[M].上海：三联出版社,1995.
①廖泉文.人力资源管理[M].上海：高等教育出版社,2003.
①耶胡迪·巴鲁著：陈涛等译.西方职业生涯教程[M].北京：经济管理,2005.
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[2].陈胜军.培训与开发——提高·融合·绩效·发展[M].北京：中国市场出版社,2010.
[3].陈兴德,唐荣,杨志芳.企业员工培训效果评价体系构建[J].中国农机化,2009(1)：93-97
[4].董克用.人力资源管理概论[M].北京：中国人民大学出版社,2007.
[5].高佩华.基于职业发展的员工激励机制研究[J].中小企业管理与科技,2012(12)：25-27
[6].葛玉辉.员工培训与开发实务[M].北京：清华大学出版社,2011.
[7].郭京生,潘立.人员培训实务手册[M].北京：机械工业出版社,2011.
[8].胡八一.人力资源规划实务[M].北京：北京大学出版社,2008.
[9].胡鑫.企业培训评估系统总体设计[J].现代经济信息,2012(13)：46-47
[10].良龙凤.企业人力资源培训效果评估指标体系设计[J].中国商贸,2012(10)：131-132
[11].廖泉文.人力资源管理[M].上海：高等教育出版社,2003.
[12].李艳平.新形势下如何做好员工培训工作[J].中国集体经济,2009(5)：175
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[14].刘杰.浅析中小企业培训体系存在的问题及对策[J].现代交际,2012(12)：57
[15].刘璐.走出中小企业人力资源管理的困境[J].现代营销,2013(1)：44-45
[16].陆慧文.基于角色的培训[J].中国人力资源开发,2004(4)：49-51
[17].苗青,王重鸣.20世纪职业选择与职业发展理论综述[J].人类工效学,2003(3)：35-39
[18].彭剑锋.人力资源管理概论[M].上海：复旦大学出版社,2003.
[19].沈漪文.西方职业发展的理论综述[J].产业与科技论坛,2008(7)：156-158
[20].施恩著；仇海清译.职业的有效管理[M].上海：三联出版社,1995.
[21].眭晓龙.培训项目需求分析的理论与方法研究[J].江西电力职业技术学院学报,2012(3)：239-240
[22].腾宝红.这样培训员工才有效[M].北京：北京大学出版社,2008.
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②王少华,姚望春.员工培训实务[M].北京：机械工业出版社,2011.
①王少华,姚望春.员工培训实务[M].北京：机械工业出版社,2011.
①郭京生,潘立.人员培训实务手册[M].北京：机械工业出版社,2011.
①耶胡迪·巴鲁著；陈涛等译.西方职业生涯教程[M].北京：经济管理,2005.
①廖泉文.人力资源管理[M].上海：高等教育出版社,2003.
①施恩著；仇海清译.职业的有效管理[M].上海：三联出版社,1995.
①廖泉文.人力资源管理[M].上海：高等教育出版社,2003.
①耶胡迪·巴鲁著：陈涛等译.西方职业生涯教程[M].北京：经济管理,2005.
[1].班新燕.建立企业培训体系提高员工工作绩效[J].化工管理,2012(11)：91-93
[2].陈胜军.培训与开发——提高·融合·绩效·发展[M].北京：中国市场出版社,2010.
[3].陈兴德,唐荣,杨志芳.企业员工培训效果评价体系构建[J].中国农机化,2009(1)：93-97
[4].董克用.人力资源管理概论[M].北京：中国人民大学出版社,2007.
[5].高佩华.基于职业发展的员工激励机制研究[J].中小企业管理与科技,2012(12)：25-27
[6].葛玉辉.员工培训与开发实务[M].北京：清华大学出版社,2011.
[7].郭京生,潘立.人员培训实务手册[M].北京：机械工业出版社,2011.
[8].胡八一.人力资源规划实务[M].北京：北京大学出版社,2008.
[9].胡鑫.企业培训评估系统总体设计[J].现代经济信息,2012(13)：46-47
[10].良龙凤.企业人力资源培训效果评估指标体系设计[J].中国商贸,2012(10)：131-132
[11].廖泉文.人力资源管理[M].上海：高等教育出版社,2003.
[12].李艳平.新形势下如何做好员工培训工作[J].中国集体经济,2009(5)：175
[13].李中斌,郑文智,董燕.培训管理[M].北京：中国社会科学出版社,2008.
[14].刘杰.浅析中小企业培训体系存在的问题及对策[J].现代交际,2012(12)：57
[15].刘璐.走出中小企业人力资源管理的困境[J].现代营销,2013(1)：44-45
[16].陆慧文.基于角色的培训[J].中国人力资源开发,2004(4)：49-51
[17].苗青,王重鸣.20世纪职业选择与职业发展理论综述[J].人类工效学,2003(3)：35-39
[18].彭剑锋.人力资源管理概论[M].上海：复旦大学出版社,2003.
[19].沈漪文.西方职业发展的理论综述[J].产业与科技论坛,2008(7)：156-158
[20].施恩著；仇海清译.职业的有效管理[M].上海：三联出版社,1995.
[21].眭晓龙.培训项目需求分析的理论与方法研究[J].江西电力职业技术学院学报,2012(3)：239-240
[22].腾宝红.这样培训员工才有效[M].北京：北京大学出版社,2008.
[23].汪群,王全荣.培训管理[M].北京：交通大学出版社,2006.
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