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会展业的发展带动了会展业专业人才的旺盛需求,会展业专业人才的输入又促进了会展
业的进一步发展
我国因为会展业起步较迟,因此与德国、法国、美国等会展强国的差距依然明显,
在场馆建设规划、管理体制、会展人才培育等各方面仍待改进。当会展业迅猛发展时,
专业人才在供给和需求之间就拉开一个巨大的缺口,而在经济比较落后的地区譬如广
西,这个缺口更加巨大
GX国际博览事务局于2003年12月成立,至今己举办了 14届中国一东盟博览会,
为南宁市、广西的经贸发展以及与东盟各国的友好政治、经济和文化往来作出了杰出贡
献。在我国全面实施“一带一路”战略、中国一东盟国际合作整合升级的大环境下,面临
广东、福建、四川、云南、海南等各省区对东盟合作的竞争日益激烈的态势,博览局提
出了体制改革和会展业务走向市场化的战略并不断作出努力以实现改革创新、升级发展
的目标。将会展业务从事业单位系统中剥离出来,成立企业性质的会展集团参与到市场
竞争之中并立足发展,博览局要作出这一改变并非易事。在这个过程中,商务会展中级
管理人才不仅承担着支持组织平稳过渡的职责,而且还将肩负起发展会展集团的重任
本文通过对博览局人才培训的现状分析,指出目前在培训制度、培训流程等方面的
问题所在,结合现代先进的培训理论,对优化博览局商务会展中级管理人才培训进行探
讨,重点探讨培训需求分析、培训效果评估这两个薄弱环节,尝试提供有效的改进方案
全文分为六个章节:第一章介绍了选题背景,研究的目的及意义,研究方法与研究思路
第二章概述了世界会展业发展史和我国会展业发展史,并对中外会展业发展现状进行对
比,以会展强国德国的会展人才培育模式为例对国内会展人才培育模式进行比较分析
I 第三章基于博览局本身的特性、职能定位、体制改革和会展业务市场化的新战略,结合
目前人力资源情况和培训情况,对博览局商务会展中级管理人才进行具体定义以及特点
描述。第四章从培训组织机构、培训内容、培训对象、培训方式、培训经费几个方面,
通过内部统计数据描述培训现状。从培训流程的三个环节培训需求分析、培训计划实施
以及培训效果评估分别对现阶段存在的问题进行分析,并指出其对组织、部门和个人的
弊端和影响。第五章提出树立科学培训观念、建立培训制度、优化培训预算以及内外部
培训有机结合等具体优化方案,重点对培训需求分析和培训效果评估这两大薄弱环节进
行详细阐述,提出博览局商务会展中级管理人才培训优化建议。第六章对本文进行整体
回顾总结,并指出本文研究的局限性和待完善之处
关键词:会展业;GX国际博览事务局;商务会展中级管理人才;培训优化
II RESEARCH ON THE BUS I NESS EXHIBITION MED IUM-LEVEL MANAGER IAL
TALENT TRAINING OF GX INTERNATIONAL EXPOSITIONS BUREAU
ABSTRACT
Exhibition industry now has become an important economic industry and a key industry
in the future development of many countries, regions and cities. Coming the era of mobile
internet and big data the traditional exhibition industry faces great opportunities and
challenges, ￡ind the competition among countries, regions and enterprises becomes
increasingly intense as well, which essentially is the competition for talents. The development
of exhibition industry stimulates demand for professional talents, and in turn the input of
professional talents promotes its further development.
Since this industry started fairly late in China, there is still a long distance between us
and the powerful exhibition countries such as Germany, France and the US. Improvements are
required for the facility construction plan, management system, talents training, etc. The rapid
growth of the exhibition industry causes a large gap between the supply and the demand of
professional talents, which is even larger in the less developed areas such as Guangxi
province.
Founded in December 2003, GX International Expositions Bureau has succeeded held 13
China-ASEAN Expositions up till now, and has contributed a lot to the economy and trade of
Nanning and Guangxi province as well as to the politicaleconomic and cultural
communication with ASEAN. As 4tthe Belt and Road Initiative” is proposed by President Xi
and the cooperation of China-ASEAN is being integrated and upgraded, and the neighbor
provinces including Guangdong, Fujian, Sichuan, Yunnan, Hainan are striving to gain
opportunities to cooperate with ASEAN, which makes them strong competitors, GX
International Expositions Bureau put forward a new strategy of structural reforai and
marketization and makes every effort to achieve the goal. It5s not easy to manage exhibition
related business separately from the public institution system, nor is it easy to establish an
exhibition group and making it survive and develop well. In this process the medium-level
managerial talents of business exhibition will have a hard way to go for they are required to
help GX International Expositions Bureau with a stable transition and to shoulder the heavy
responsibility of developing the exhibition group.
hi This paper makes a current training status analysis of GX International Expositions
Bureau, and points out the problems in the training policy, the training process, etc.
Combining advanced training theories it attempts to conduct a research on the optimization of
the business exhibition medium-level managerial talents training of GX International
Expositions Bureau, which focuses on two weak links training needs analysis and training
results evaluation, thereby bring forward an effective improvement plan.
There are 6 chapters in this paper. Chapter 1: Introduce the background, the purpose, the
significance and the methods of the research. Chapter 2: Show a brief history as well as the
comparison of domestic and foreign development of exhibition industry. Give a comparative
analysis on domestic exhibition talent training model taking German model as reference.
Chapter 3: Make a clear,detailed definition and job description of business exhibition
medium-level managerial talent of GX International Expositions Bureau according to its
nature, functions, new strategy of structural reform and marketization and the current status of
its human resource and training. Chapter 4: Present internal training statistics of the
organizations, contents, trainees, class modes and budgets. Find the problems existing
respectively in the 3 parts, training needs analysis, training plan implementation and training
results evaluation, of the training process. Point out the negative impact on the organization,
departments and individuals. Chapter 5 : Make an optimum proposal of the business exhibition
medium-level managerial talent training including detailed suggestions on concept setting,
policy setting, budget control, combination of internal, external training, and especially on
those 2 weak parts,training needs analysis and training results evaluation. Ghapter 6:
Overview and prospect.
Key words: Exhibition industry, GX International Expositions Bureau,
medium-level managerial talents of business exhibition, training optimization
IV 目录
摘要 I
ABSTRACT Ill
第一聿绪论 1
1.1选题的背景 1
1.2研宄的目的及意义1.3研宄方法与研宄内容1.3.1本文主要的研究方法1.3.2本文研究内容第二聿会展业发展状况及商务会展中级管理人才培训研宄综述2.1会展业发展状况综述2.U世界会展业发展历史2.1.2我国商务会展业的发展历史、现状以及与发达国家的差距2.2商务会展中级管理人才培训研宄综述2.2.1培训的含义和作用2.2.2培训的相关理论研究综述2.2.3国内外有关会展人才培训的文献综述2.3从德国会展人才培养模式看中国会展人才培育道路第三聿博览局商务会展中级管理人才的定义特点和所需具备的素质能力3.1GX国际博览事务局简介和主要职能3.2博览局人力资源情况3.3博览局面临的新机遇和新挑战3.4新形势下博览局会展业务的新战略3.5博览局商务会展中级管理人才的重要性及具体定义3.6博览局商务会展中级管理人才要求的素质和能力
22
3.6.1素质要求
22
3.6.2能力要求
22
第四章博览局商务会展中级管理人才培训现状和问題分析
24
4.1博览局商务会展中级管理人才培训现状分析
24
V 4_1.1培训组织机构
24
4.1.2培训内容
26
4.1.3培训对象
2
84.1.4培训方式
30
4.1.5培训经费
30
4.2博览局商务会展中级管理人才培训问题分析
30
4.2.1培训目的不明确,培训需求调查方式落后i
31
4.2.2培训经费短缺,现有培训经费没有得到有效利用
32
4.2.3忽视培训工作的专业性,培训组织形如兼职工作
33
4.2.4培训师资队伍缺乏
33
4.2.5培训内容空泛,没有循序渐进的计划
34
4.2.6培训形式单一
35
4.2.7培训效果评估缺位
35
4.3弊端及影响 36
4.3.1对博览局战略发展的影响
36
4.3.2对商务会展中级管理人才自身的影响
36
第五章博览局商务会展中级管理人才培训改进方案
3
85.1树立科学的培训观念,改进培训制度
3
85.2科学管理及运用培训经费
39
5.3内部培训和外部培训有机结合
40
5.3.1建立内部培训师团队
40
5.3.2与外部专业培训机构进行合作
42
5.4制定博览局商务会展中级管理人才培训课程体系
42
5.4.1政治理论课程设计
42
5.4.2专业基础课程设计
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