摘要
在历史长河中，西方诸多基业长青的企业都通过时间证明了组织全体成员共享的
核心价值观对于企业发展的重大意义。目前的国内企业，不论从社会经济环境，还是
人文环境，急需寻找到一种“精神”、培养一种“文化”，通过员工在组织中的实践，
使得企业长盛不衰，摆脱只追求经济效益的短视行为，也摆脱文化只是喊口号的肤浅
表现，多多借鉴西方优秀企业的成长经验
个人——组织价值观匹配（Person-Organization Value Fit）起源于西方，是近年
组织文化测量的热门概念之一，其研究成果被广泛的应用在企业的人力资源开发，员
工的组织行为等诸多方面。培训是现代企业通用的组织文化建设和人力资源开发的手
段之一，能为企业创造有形、无形的巨大价值。随着经济的全球一体化，国内的企业
培训理念、模式以及整个培训行业也在不断的全球化。能否将两者结合在一起，在测
量个人与组织的价值观匹配的基础上通过培训体系建设，构建和谐的企业文化，为企
业的经久不衰提供恒久的文化保障
Z 公司一家中韩合资的不锈钢生产企业，同时也是中国不锈钢市场的首批开拓者
近两年以来，由于国有大型钢铁企业带来的竞争压力，生产技术的不断透明化，以及
国家对钢铁产业的调控，Z 公司的现在及未来都面临着巨大的挑战。当产品种类、技
术创新、产量等这些硬实力的差异越来越小的时候，企业文化、人才等软实力的竞争
就显得尤为突出和重要。提升公司核心竞争力的重要战略手段之一就是如何培养认同
企业价值观的、高素质的人才，这一观点已经得到了一定的共识
本文从厘清个人——组织价值观匹配和培训的基本概念入手，通过文献研究、实
证分析等研究方法，梳理前人的研究成果，再以 Z 公司为研究对象，分析其培训现状
和存在的问题点。接着，将个人——组织价值观的匹配这个概念引入培训体系当中
通过分析个体特征变量对个人——组织价值观匹配的影响，以此为分类设计相应培训
课程，构成涵盖全体员工的课题体系。在课程内容开发中，按照培训需求分析，目标
制定，策略制定，课程实施，课程评价这样的顺序进行。再构建出由师资保障，制度
保障，传播渠道保障三方面构成的培训保障体系。从而形成 Z 公司完整的以个人——
组织价值观匹配为中心的培训体系全案
本文将个人——组织价值观匹配与培训体系设计相结合，系统论述了培训体系建立的
过程和重点课程，对同类型或同规模的组织在企业文化建设、培训体系建设上具有积
极的参考价值和重要的帮助
关键词: 组织价值观；个人价值观；培训；体系；匹配
Abstract
As time went by, many visionary western corporations have proved that to share
values by all members were of significance to their development. Domestic corporations
need to find a kind of “spirit” or “culture”, both from the social economic environment and
from human environment, to make them enduring through the practice of employees in the
organization. They should get out of the short-sighted behavior that only pursue economic
benefits and change the superficial understanding of organizational culture building. Learn
from those western successful models to build the company stronger.
Person-Organization Value Fit originated in the West is one of the hot conceptions in
organization culture measurement in recent years. The research results had been widely
used in human resource development, organizational behavior and many other fields.
Training is an important way for organization culture building and human resource
development. It had been proved that training can create big value of real benefits and
good reputation. With economic globalization, the domestic corporate training concepts,
patterns, and the entire training industry is constantly globalization. Can we can combine
two conceptions together, through building training system base on the measurement of
individual and organizational values to make a harmonious company and supply
permanently support to the development of business.
The stainless steel producer Z is a Sino-Korea joint venture company, which is also
the first stainless steel market pioneer in China. In the past two years, company Z has been
facing a huge challenge due to the competitive pressures caused by the large state-owned
steel enterprises, the production technology continues to transparency, and the state
regulation of the steel industry. When the product range, technological innovation,
production and other differences of these hard powers is getting smaller and smaller,
corporate culture, personnel and other soft power competition is particularly prominent and
important. To enhance the company's core competence is one of the important strategic
tools to identify how to cultivate corporate culture, high-quality personnel, and this view
has reached a consensus.
This paper clarifies Person-Organization Value Fit and training basic concept, through
documental analysis, empirical analysis and other methods, combing results of previous
studies, takes company Z as the research object, analyzes the current training situation and
problems. Then, introduce the concept of Person-Organization Value Fit into the training
system. Through the analysis of individual characteristic variables influenced the level of
Person-Organization Value fit, design appropriate training programs for each type
according to the classification which cover all employees and constitute the subject system.
Course content developed in the order of training needs analysis, goal setting, strategic
planning, curriculum implementation, curriculum evaluation. Then to constructs the
training system which consists of teacher insurance, system insurance and communication
channels insurance. That forms the training system of Company Z with
personal-Organization Fit as the center.
This thesis will combine Person-Organization Value Fit and training system design to
systematically discuss the process of establishing the training system and the key programs.
It has a positive reference value for other organizations in the building of enterprise culture
and training system.
Keywords: Organizational value; Personal value; Training; System; Fit
第 1 章 绪论
1.1 研究背景和意义
1.1.1 研究背景
在多伦等人的著作《价值观管理：21 世纪企业生存之道》一书中，阐述了如何
通过实施价值观管理体系引导组织走向成功的过程。书中认为，在瞬息万变的二十一
世纪，组织需要从最初的指令管理，经过目标管理，最后转变成个人和集体的价值观
管理，才能实现真正的成功，“二十一世纪是价值观管理时代”
①。企业培训作为一种人力资源开发和培养的手段在现代企业中被广泛的运用着。从
最初的只关注课程内容和讲师授课水平，慢慢开始追溯和延续到培训的上下游环节，
比如培训需求如何把握、培训的成果如何测量等等。培训形式、培训理念都在不断被
更新着。大部分企业培训员工的目的是为了使员工能够掌握必要的知识技能，提升工
作效率，满足目前岗位的需要。但在知识经济时代，培训也需要用发展的眼光来看待
培训不只是满足目前的要求，而是要系统化成一种体系，来满足企业的未来。因此，
围绕着核心课程，相关培训制度和培训软硬件资源互相配合，才能对员工的全面成长
有所帮助。这就是能全面的支撑和辅助企业运营发展和战略实现的现代培训体系
再者，随着时代的进步，组织和个人的关系也产生了变化，从过去简单的雇佣关
系，演变为一种更复杂的互相依存关系。简单的雇佣关系是指企业付给员工报酬，员
工付出自己的劳动。而依存关系是指在雇佣关系的基础上增加了精神层面的内容，组
织为员工提供实现个人价值的舞台，个人帮助组织实现其社会价值。于是，这就产生
了组织与个人的匹配问题。而价值观的匹配在近年也受到越来越多的专家、学者的关
注。个人——组织价值观匹配研究结果也显示匹配度的高低与组织的绩效、员工离职
率等都有着紧密的关系
综上所述，本文试图将个人与组织价值观匹配作为培训体系设计的出发点，探索
能够有效提高价值观匹配程度的课程及其相关支撑体系，为组织文化建设和人力资源
开发提供新的视角和理论建议。