Z企业员工培训体系研究
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摘要
随着人力资本在现代企业竞争中的巨大作用越来越令人瞩目,企业之间的竞争归根到底是人才的竞争。员工队伍的建设,对企业提高自身的创新能力,并在激烈的竞争中取胜发挥着举足轻重的作用。提高员工素质的一项重要手段在于员工培训和开发,因此,构建有针对性的企业培训系统对Z企业的员工素质提升和企业发展都具有十分重要的现实意义。
本文首先研究了国内外相关文献,从培训方法、培训后评估及培训需求三个方面对文献进行了理论阐述;其次,在问卷调查基础上,本文从培训基本要素和课程针对性上进行了统计描述,分析了Z企业员工的培训需求,结合岗位诚信文化、调查分析结果及员工个人成长计划三个方面对企业的培训体系进行设计,构建了必修及选修课程相结合的培训课程体系;再次,以岗位诚信文化为基调,综合采用了定性评估与定量评估方法,以柯氏四级及菲利浦斯投资回报模型为基础,从反应层、学习层、行为层及结果层四个层面上设计了针对性的培训后评估方法,开发了企业培训后评估系统,将员工的培训后评估结果与企业经济效益相结合;最后,针对企业原有培训体系存在的问题,提出了贯彻岗位诚信文化、构建学习型组织等完善培训体系的对策与建议。
本文结合Z企业培训体系中培训内容设计及培训后评估进行了深入的探讨,针对培训体系构建提出了意见与对策,旨在对国有企业培训体系建立提供一定的借鉴与参考。
With the development of the economy, human capital is playing a more significant role in modern business competition. Accordingly, it is necessary for Z Company to enhance the team construction in order to develop its innovative ability and to succeed in the drastic competition of telecom market, which is the standpoint of this paper.
Firstly, this paper studied literature at home and abroad from three aspects of training methods, training effect evaluation and training needs assessment of literature on the theory. Secondly, based on questionnaire investigation and interview, this paper statistically describes the training need of Z Company with respect to factors .On the basis of the need analysis, this paper analyzes the features of the course setting as well as proposes the training course system and evaluating system referring to the employees. Lastly, this paper proposes three suggestions with regard to the problems of the present training system, which go as follows: creating the active learning atmosphere and improving the quality of cadres, carrying out the position credit management culture in training, building a learning organization.
This paper investigates two aspects of training system design and training , and then put forward the views on a construction of training system . For similar training system for the establishment of state-owned enterprises have certain reference significance and reference value.
本文首先研究了国内外相关文献,从培训方法、培训后评估及培训需求三个方面对文献进行了理论阐述;其次,在问卷调查基础上,本文从培训基本要素和课程针对性上进行了统计描述,分析了Z企业员工的培训需求,结合岗位诚信文化、调查分析结果及员工个人成长计划三个方面对企业的培训体系进行设计,构建了必修及选修课程相结合的培训课程体系;再次,以岗位诚信文化为基调,综合采用了定性评估与定量评估方法,以柯氏四级及菲利浦斯投资回报模型为基础,从反应层、学习层、行为层及结果层四个层面上设计了针对性的培训后评估方法,开发了企业培训后评估系统,将员工的培训后评估结果与企业经济效益相结合;最后,针对企业原有培训体系存在的问题,提出了贯彻岗位诚信文化、构建学习型组织等完善培训体系的对策与建议。
本文结合Z企业培训体系中培训内容设计及培训后评估进行了深入的探讨,针对培训体系构建提出了意见与对策,旨在对国有企业培训体系建立提供一定的借鉴与参考。
With the development of the economy, human capital is playing a more significant role in modern business competition. Accordingly, it is necessary for Z Company to enhance the team construction in order to develop its innovative ability and to succeed in the drastic competition of telecom market, which is the standpoint of this paper.
Firstly, this paper studied literature at home and abroad from three aspects of training methods, training effect evaluation and training needs assessment of literature on the theory. Secondly, based on questionnaire investigation and interview, this paper statistically describes the training need of Z Company with respect to factors .On the basis of the need analysis, this paper analyzes the features of the course setting as well as proposes the training course system and evaluating system referring to the employees. Lastly, this paper proposes three suggestions with regard to the problems of the present training system, which go as follows: creating the active learning atmosphere and improving the quality of cadres, carrying out the position credit management culture in training, building a learning organization.
This paper investigates two aspects of training system design and training , and then put forward the views on a construction of training system . For similar training system for the establishment of state-owned enterprises have certain reference significance and reference value.
引文
[1]西奥多.W.舒尔茨.人力资本投资一教育和投资的作用.北京:商务印书馆,1990.
[2]迈克尔.普尔.人力资源手册.清华大学经济管理学院编译.沈阳:辽宁教育出版社,1999:425.
[3]孙福好.企业人力资源管理创新ABC.改革与战略,2004(12).
[4]王克岭.中小企业人力资源开发与管理创新.经济问题探索,2005:(2)
[5] Jean Piaget , The Principles of Genetic Epistemology, towards a theory of knowledge,1972.
[6]胡蓓,王通讯.人力资源开发与管理.武汉:华中科技大学出版社,2006. 237-278.
[7] Shlomo Globerson,Abe Korman. The use of just-in-time training in a project environment. International Journal of Project management. 2001(19):279-285.
[8] Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright, Human Resource Management: Gaining a Competitive Advantage,3rd Edition,北京:清华出版社.2000
[9]徐庆文,裴春霞.培训与开发.山东人民出版社2004年6月第一版
[10]高志敏.人力资源开发的培训评估模型及其修正与完善河南职业技术师范学院学报(职业教育版),2004(3)
[11]张元阳,元来华.人力资本专用性对企业培训投资的影响.经济师2004(10)
[12]孔令峰.论人力资本投资的风险.当代经济科学,2002
[13]朱方伟,武春友.基于员工忠诚度的在职培训投资决策研究大连理工大学学报(社会科学版),2003
[14]胡锋.国内人力资本理论研究综述.中国人力资源开发,2002(2)
[15] McGehee W, & Thayer P W. Training in business and industry. New York: JohnWiley & Sons, 1961.
[16] Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright, Human Resource Management,3rd Edition,北京:清华大学出版社出版,2000.P212.
[17]高志敏.试论企业人力资源开发中的培训需求分析.新职教, 2000(10): 5.
[18] Tom W. Goad,郭宇峰,郭镜明译.培训人才八步法.(TOM·W·GOAD The First-Time Trainer).上海:上海人民出版社,1998. 122-131.
[19]袁笛,培训投资回报研究. [硕士论文].武汉:华中科技大学图书馆,2005
[20]李利,企业培训投入产出评估研究. [博士论文].上海:复旦大学图书馆,2004
[21]菲利普斯著.培训评估与衡量方法手册.李元明、林佳澍译(第三版).
[22]胡蓓,袁笛.基于价值创造增量的培训投资回报研究[J].科技进步与对策,2005
[23]彼得·圣吉.第五项修炼上海:上海三联书店,1997
[24]张发均.以行业关键成功因素开发胜任特征模型的案例探讨.中国人力资源开发. 2003(5):88~89
[25]姜玉静.加强对企业管理人员培训的重要性.内蒙古科技与经济, 2004(8):16-17
[26] Baldwin T.T. &Ford.k. (1988).Transfer of training: A Review and Directions for future Research, Personnel Psychology,1998
[27] Baumgartel ,H.,Heynolds,M.,Pathao,H.(1989).How personality and organizational climate Variables Moderate the effectiveness of management development program: A review and some recent research findings. Management and labor studies
[28] Feldman,M.(1981).Successful post training skill application. Training and develop Journal 35(9)
[29] Irv Goldstein, Kevin Ford. Training in Organizations: Needs Assessment, Development and Evaluation, Fourth Edition. Wadsworth,Thomson Learning, U.S.A. 2002
[30] George Bohlander, Scott Snell. Managing Human Resources, Thirteen Edition. South-Western, Wadsworth,Thomson Learning,U.S.A. 2003
[31] Lan Beardwell, Len Holden. Human Resource Management-a contemporaryapproach. Prentice Hall, London,2001
[32] R.L.Katz.Skills of an Effective Administrator. Harvard Business Review, September-October 1974
[33] Werner Ulrich. The Quest for Competence in Systemic Research and Practice, Systems Research and Behavioral Science, Jan/Feb 2001
[34] Raymond A.Noe.Employee Training and Development. McGraw-Hill Companies, Inc.1999
[35] Mohammed Al-Madhoun, Farhad Analoui. Developing managerial skills in Palestine. Education & Training. London: 2002. Vol. 44
[36] Anonymous. Developing Managers in Europe. Management Services. Aug 2004.
[37] Spencer, L. M., & Spencer, S. M. .Competence At Work, John Wiley & Sons, Inc. 1994
[38] Robbins, S. P.. Organizational Behavior, Englewood Cliffs, NJ: Prentice-Hall. 1993
[39] Kyle W Luthans, Steve Farner.Expatriate development: The use of 360-degree feedback. The Journal of Management Development. Bradford: 2002. Vol. 21
[40] Roger Gill. Leadership training. Training Journal. UK.: Nov 2004.
[41] Ellen J Wallach.Management learning groups: Continuous quality improvement for managers. The Journal for Quality and Participation. Cincinnati: Summer 2001.Vol. 24
[42] W David Rees, Christine Porter. The use of case studies in management training and development. Industrial and Commercial Training. Guilsborough: 2002. Vol.
[2]迈克尔.普尔.人力资源手册.清华大学经济管理学院编译.沈阳:辽宁教育出版社,1999:425.
[3]孙福好.企业人力资源管理创新ABC.改革与战略,2004(12).
[4]王克岭.中小企业人力资源开发与管理创新.经济问题探索,2005:(2)
[5] Jean Piaget , The Principles of Genetic Epistemology, towards a theory of knowledge,1972.
[6]胡蓓,王通讯.人力资源开发与管理.武汉:华中科技大学出版社,2006. 237-278.
[7] Shlomo Globerson,Abe Korman. The use of just-in-time training in a project environment. International Journal of Project management. 2001(19):279-285.
[8] Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright, Human Resource Management: Gaining a Competitive Advantage,3rd Edition,北京:清华出版社.2000
[9]徐庆文,裴春霞.培训与开发.山东人民出版社2004年6月第一版
[10]高志敏.人力资源开发的培训评估模型及其修正与完善河南职业技术师范学院学报(职业教育版),2004(3)
[11]张元阳,元来华.人力资本专用性对企业培训投资的影响.经济师2004(10)
[12]孔令峰.论人力资本投资的风险.当代经济科学,2002
[13]朱方伟,武春友.基于员工忠诚度的在职培训投资决策研究大连理工大学学报(社会科学版),2003
[14]胡锋.国内人力资本理论研究综述.中国人力资源开发,2002(2)
[15] McGehee W, & Thayer P W. Training in business and industry. New York: JohnWiley & Sons, 1961.
[16] Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright, Human Resource Management,3rd Edition,北京:清华大学出版社出版,2000.P212.
[17]高志敏.试论企业人力资源开发中的培训需求分析.新职教, 2000(10): 5.
[18] Tom W. Goad,郭宇峰,郭镜明译.培训人才八步法.(TOM·W·GOAD The First-Time Trainer).上海:上海人民出版社,1998. 122-131.
[19]袁笛,培训投资回报研究. [硕士论文].武汉:华中科技大学图书馆,2005
[20]李利,企业培训投入产出评估研究. [博士论文].上海:复旦大学图书馆,2004
[21]菲利普斯著.培训评估与衡量方法手册.李元明、林佳澍译(第三版).
[22]胡蓓,袁笛.基于价值创造增量的培训投资回报研究[J].科技进步与对策,2005
[23]彼得·圣吉.第五项修炼上海:上海三联书店,1997
[24]张发均.以行业关键成功因素开发胜任特征模型的案例探讨.中国人力资源开发. 2003(5):88~89
[25]姜玉静.加强对企业管理人员培训的重要性.内蒙古科技与经济, 2004(8):16-17
[26] Baldwin T.T. &Ford.k. (1988).Transfer of training: A Review and Directions for future Research, Personnel Psychology,1998
[27] Baumgartel ,H.,Heynolds,M.,Pathao,H.(1989).How personality and organizational climate Variables Moderate the effectiveness of management development program: A review and some recent research findings. Management and labor studies
[28] Feldman,M.(1981).Successful post training skill application. Training and develop Journal 35(9)
[29] Irv Goldstein, Kevin Ford. Training in Organizations: Needs Assessment, Development and Evaluation, Fourth Edition. Wadsworth,Thomson Learning, U.S.A. 2002
[30] George Bohlander, Scott Snell. Managing Human Resources, Thirteen Edition. South-Western, Wadsworth,Thomson Learning,U.S.A. 2003
[31] Lan Beardwell, Len Holden. Human Resource Management-a contemporaryapproach. Prentice Hall, London,2001
[32] R.L.Katz.Skills of an Effective Administrator. Harvard Business Review, September-October 1974
[33] Werner Ulrich. The Quest for Competence in Systemic Research and Practice, Systems Research and Behavioral Science, Jan/Feb 2001
[34] Raymond A.Noe.Employee Training and Development. McGraw-Hill Companies, Inc.1999
[35] Mohammed Al-Madhoun, Farhad Analoui. Developing managerial skills in Palestine. Education & Training. London: 2002. Vol. 44
[36] Anonymous. Developing Managers in Europe. Management Services. Aug 2004.
[37] Spencer, L. M., & Spencer, S. M. .Competence At Work, John Wiley & Sons, Inc. 1994
[38] Robbins, S. P.. Organizational Behavior, Englewood Cliffs, NJ: Prentice-Hall. 1993
[39] Kyle W Luthans, Steve Farner.Expatriate development: The use of 360-degree feedback. The Journal of Management Development. Bradford: 2002. Vol. 21
[40] Roger Gill. Leadership training. Training Journal. UK.: Nov 2004.
[41] Ellen J Wallach.Management learning groups: Continuous quality improvement for managers. The Journal for Quality and Participation. Cincinnati: Summer 2001.Vol. 24
[42] W David Rees, Christine Porter. The use of case studies in management training and development. Industrial and Commercial Training. Guilsborough: 2002. Vol.