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MBA硕士论文_安溪电商人力资源培训管理研究DOC

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摘要
在知识不断更新的社会,培训对于企业健康长远发展具有十分重大的意义

企业应该在发展过程中不断形成竞争优势,这样才能取得成功。优势的树立是
需要不断持续的学习来完成的,而培训在培育和强化企业竞争优势中占据了中
心地位。只有不断地补充知识,让企业以及企业中的每个人比竞争对手学得多
学得快,才能保持优势,立于不败之地。通过培训,可以让员工提高技能和水
平,还可以端正工作态度,不断提高企业绩效水平,同时也是企业留住人才,
打造优秀企业文化,提高核心竞争力的必须途径

随着安溪电商行业的快速发展,企业人力资源培训状况也发生了深刻的变
化。越来越多的企业都开始重视企业培训,制定了详细的培训计划,取得了显
著的成果。但是企业人力资源培训工作还存在着缺乏科学性、过度依赖外部资
源、培训者素质不高、缺乏价值观培训、培训形式单一、轻视培训评估、过于
强调技能培训等问题,企业没有建立完善的培训制度,培训内容没有形成系统

这些问题的存在降低了培训水平和效果,也不利于企业的健康长远发展。企业
培训过程中出现的种种原因,直接影响到未来安溪电商企业培训工作的完善和
发展。提出企业应该通过各种方式来提高企业培训水平,首先建议企业创建学
习型组织,这需要企业主从思想上给予充足的重视和支持;其次建立合理的培
训机制,树立开放式培训理念,不断优化培训流程,创新培训方式方法,对培
新效果进行综合评估等,这是在制度上保障培训的顺利开展;最后,重视对培
训风险的分析。提出风险并有效规避风险,对于企业来说意味着不将培训投资
浪费,也意味着投资之后会获得较大的收益

论文通过对安溪电商企业培训状况进行分析,以弘桥智谷为例子进行实证
研究,提出了安溪电商企业如何才能提高培训水平的建议和措施,为安溪电商
企业不断改进现有培训措施,解决企业培训过程中存在的问题,不断提高企业
培训水平和效果提供十分有价值的理论参考

关键字:安溪 电商企业 人力资源 培训管理III
Abstract
In the constantly updated knowledge of society, training for the long-term
development of enterprise health is of great significance. Enterprises should be in the
development process continue to form a competitive advantage, so as to be successful.
Advantage of the establishment is the need for continuous learning to complete, and
training in nurturing and strengthening the competitive advantage in the enterprise
occupy a central position. Only continue to add knowledge, so that enterprises and
enterprises in each of the more proficient than the competitors learn faster, in order to
maintain the advantages, invincible. Through training, employees can improve the
skills and level, but also correct attitude, and continuously improve the level of
business performance, but also enterprises to retain talent, build excellent corporate
culture, improve the core competitiveness of the necessary way.
With the rapid development of Anxi electric industry, the situation of enterprise
human resources training has also undergone profound changes. More and more
enterprises are beginning to pay attention to corporate training, developed a detailed
training program, and achieved remarkable results. However, there are still some
problems in the training of enterprise human resources, such as lack of scientific
nature, excessive reliance on external resources, low quality of trainers, lack of
training of values, training in a single form, neglect of training assessment, too much
emphasis on skills training and other issues, enterprises do not establish a sound
training system , The training content did not form the system. The existence of these
problems reduces the level of training and the effect is not conducive to the healthy
long-term development of enterprises. Business training in the process of the various
reasons, a direct impact on the future of Anxi electric business enterprise training
work to improve and develop. It is suggested that enterprises should establish a
learning organization through various means. First, it is suggested that enterprises
should create a learning organization, which requires sufficient attention and support
from the business owners. Secondly, establish a reasonable training mechanism andIV
establish an open training concept. Training process, innovative training methods,
comprehensive evaluation of the effect of training, etc., which is in the system to
ensure the smooth development of training; Finally, the importance of training risk
analysis. Put forward the risk and effective risk aversion, for the enterprise means that
the training will not waste investment, but also means that after the investment will be
a greater benefit.
This paper analyzes the current situation of Anxi electric business enterprise
training, takes Hongqiao Zhigu as an example, and puts forward some suggestions
and measures on how to improve the training level of Anxi Electric Enterprises, and
continuously improve the existing training measures for Anxi Electric Enterprises , To
solve the problems in the process of enterprise training, and constantly improve the
level of training and provide a valuable theoretical reference.
Key words: Anxi Electricity business company Human resources
Training managementV
目 录
第 1 章 绪论 .......1
1.1 选题背景与研究意义 ......2
1.1.1 选题背景 2
1.1.2 研究意义 3
1.2 培训管理研究现状 ........4
1.3 研究思路与方法 ..........6
1.3.1 研究思路 6
1.3.2 研究方法 6
1.4 论文内容和框架 ..........7
1.4.1 论文内容 7
1.4.2 研究思路图 ..........7
第 2 章 培训管理相关理论 .......9
2.1 培训的定义及内涵分析 ....9
2.1.1 培训的内涵界定 ......9
2.1.2 培训的基本过程 .....10
2.1.3 培训的主要内容 .....10
2.1.4 培训管理 ...........11
2.1.5 价值观培训 .........12
2.1.6 培训的意义 .........12
2.2 培训管理相关理论基础 ...13
2.2.1 培训需求分析理论 ...13
2.2.2 培训评估理论 .......13
2.2.3 终身教育理论 .......14
2.2.4 员工集体培训理论 ...15
2.2.5 学习型组织研究理论 .15
2.2.6 职业生涯发展理论 ...15
2.3 本章小结 ...16VI
第 3 章 安溪电商企业人力资源培训现状及存在问题 ........17
3.1 安溪电商企业培训现状 ...17
3.1.1 安溪电商企业培训理论需求分析 ...18
3.1.2 培训投入的实际状况分析 .........18
3.1.3 企业实践效果分析 ...20
3.2 当前安溪电商企业培训问题 ...........20
3.2.1 培训计划没有贴合实际 ...........21
3.2.2 培训内容过分偏重技能培训 .......22
3.2.3 培训方式单一枯燥 ...23
3.2.4 培训对象主要面向群体 ...........23
3.2.5 培训组织不力 .......24
3.2.6 培训考核忽视质量 ...24
3.2.7 培训资源缺乏 .......24
3.3 影响当前安溪电商企业培训主要因素 ...25
3.3.1 企业所处的发展阶段 .26
3.3.2 企业的规模 .........26
3.3.3 企业的薪酬制度 .....26
3.3.4 企业的文化 .........26
3.4 当前安溪电商企业培训面临的主要挑战 .27
3.4.1 管理者的培训观念未完全转变 .....27
3.4.2 市场环境瞬息万变 ...27
3.4.3 培训技术手段比较落后 ...........28
3.5 本章小结 ...28
第 4 章 安溪电商企业人力资源培训管理对策 ..29
4.1 创建学习型企业 .........29
4.1.1 学习型企业的定义 ...30
4.1.2 建立学习型企业的必要性 ...
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