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摘要
在高速发展的经济时代环境下，企业间的竞争日益加剧，为了提高企业的核心竞争
力，企业务必要提高人力资源的综合素质使其充分发挥相应的作用，增强企业在当下经
济发展中的主导作用核心竞争力。企业的战略目标的实现最终要依靠具备较高素质和较
强能力的员工来实现，拥有满足战略要求的人才是企业实现战略目标的必要基础条件
因此，为了提高企业的核心竞争力，提升员工的职业素养和技术能力，而构建有效的培
训体系是提高员工整体素质与能力的必备方法
在掌握大量培训理论的基础上，以发展转型期的民营企业DT公司为例，通过使用
文献阅读法、系统分析法、实证研究法、问卷调查法，并与公司目前的发展战略相结合，
对其目前已有的培训体系进行诊断分析。同时，结合国内外行之有效的案例和公司的实
际情况，确定适合DT公司发展的培训体系优化方案及相应的保障措施。确定保障员工
素质的不断提高，人力资源核心竞争力的持续提升和企业健康发展原动力的稳步增强
由于系统培训是民营企业中普遍存在的问题，此研究还可以为存在类似问题的企业提供
完善的培训管理思路和行之有效的培训管理方法
本论文通过大量文献的查阅，以相关理论为基础，并以发现分析解决问题为研究思
路。对DT公司的培训现状进行研究，通过分析找出现有培训体系存在的纰漏和问题，
以及这些不足产生的根本原因，从而明确培训体系需要改进的方法和内容。根据相关培
训理论结合DT公司的实际情况提出相应的优化措施，为使优化措施能够有效实施，又
提出了相应的保障措施，从而完善了DT公司的培训体系，以期此研究能够达到预期要
求，继而保障企业健康发展
关键词：培训体系；培训需求；培训效果
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Optimization Research on Company DT Training System
Abstract
In a rapidly developing economic environment, the competition among enterprises is more
and more serious. In order to improve the core competitiveness, enterprises must improve the
comprehensive quality of human resources so as to give full play to the corresponding role. To
enhance the core competitiveness of the leading role of the enterprise in the current economic
development, the realization of the strategic goal of the enterprise will ultimately depend on the
employees with higher quality and stronger capability. Therefore, in order to improve the core
competitiveness of the enterprise, enhance the professional quality and technical ability of the
employees, Building an effective training system is an essential method to improve the overall
quality and ability of employees.
On the basis of a large number of training theories, taking the private DT company in the
period of development transition as an example, through the use of investigation method,
analysis method, interview method to diagnose and analyze the existing training system in
combination with the company's current development strategy. At the same time, combining
with the effective cases at home and abroad and the actual situation of the company, to
determine the appropriate training system for the development of DT and the corresponding
security measures, to ensure the continued improvement of the quality of employees, the
continuous improvement of the core competitiveness of human resources and the steady
enhancement of the motive force of the healthy development of enterprises. As systematic
training is a common problem in private enterprises, this study can also provide perfect training
management ideas and effective training management methods for enterprises with similar
problems.
This paper is based on the relevant theories, and takes finding problems, analyzing
problems and solving problems as the research ideas. The current training situation of DT
Company (the existing training types, the existing training forms, the existing training systems)
is studied in this paper. Through analysis, we find out the flaws and problems existing in the
training system, as well as the causes of these deficiencies. In order to clarify the methods and
content needs to be improved of the training system. According to the relevant training theory
and the actual situation of DT Company, the corresponding optimization measures are put
forward. In order to make the optimization measures to be implemented effectively, the
corresponding safeguard measures are also put forward. Thus, the training system of DT
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Company is improved and perfect, meet the expected requirements and ensure the healthy
development of the enterprise.
Key Words：Training System; Training Needs;Training Effect
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目录
摘要 ..... I
Abstract ..... II
1绪论 ...... 1
1.1研究背景 ........... 1
1.2研究的目的与意义 ....... 1
1.3研究的方法与思路 ....... 2
1.3.1研究的方法 ........ 2
1.3.2研究的思路 ........ 2
1.4论文的主要内容 ........... 3
1.4.1论文框架3
1.4.2论文主要内容 .... 4
2相关理论综述 .. 6
2.1培训的概念 ....... 6
2.2培训相关理论 ... 7
2.2.1培训需求分析理论 ........ 7
2.2.2培训评估理论 .... 9
2.2.3综合激励理论 .. 10
2.2.4学习型组织理论 .......... 12
2.3国内外研究现状 ......... 13
3DT公司培训现状分析 ......... 15
3.1公司背景 ......... 15
3.2公司人力资源概况 ..... 15
3.3DT公司现有培训体系介绍 ... 20
3.3.1培训部门介绍 .. 20
3.3.2培训对象及内容介绍 .. 20
3.3.3培训流程介绍 .. 21
3.4DT公司培训体系问题及原因分析 ... 22
3.4.1培训需求分析不全面 .. 23
3.4.2培训效果评估不充分 .. 24
3.4.3培训师专业化程度低 .. 26。