Research on Effect Evaluation of High Skilled
Training in State-owned Iron and Steel Enterprise
——Taking A Iron & Steel Group for Example
Dissertation Submitted to
North China University of Science and Technology
in partial fulfillment of the requirement
for the degree of
Master of Science in Management
By
Liu Shanshan
(Business Administration)
Supervisor:
Professor YangTao
WuChaosuo
March, 2018
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本人郑重声明：所呈交的论文是我个人在导师指导下进行的研究
工作及取得的研究成果。尽我所知，除了文中特别加以标注和致谢的
地方外，论文中不包含其他人已经发表或撰写的研究成果，也不包含
为获得华北理工大学以外其他教育机构的学位或证书所使用过的材料
与我一同工作的同志对本研究所做的任何贡献均已在论文中做了明确
的说明并表示了谢意
论文作者签名： 日期：2018年3月9日
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签字日期：2018 年3月9日 签字日期：2018年 3月9 日
- I -
摘要
国有钢铁企业的发展对振兴民族工业有着不可小觑的作用，高技能人才是钢铁
行业人力资源重要的组成部分，它的数量和质量已经成为制约钢铁企业发展的重要
因素，因此对于高技能人才的培训就显得越来越重要，而培训效果的评价是高技能
人才培训项目中的关键组成部分，通过对培训的效果进行评价可以看到培训中哪些
方面存在问题，培训效果的好坏还为决策者和以后的培训提供了参考，这有利于企
业提高高技能人才的个人绩效以及企业绩效
对于从事冶金建设的A钢铁集团而言，高技能人才培训是项目建设的基础，A
钢铁集团对高技能人才的培训效果评价虽然有方法，但在实际操作过程中仍然存在
一些问题导致对高技能人才培训不能达到期望的目标。因此，建立科学的、操作性
强的高技能人才培训效果评价体系对于提高A钢铁集团高技能人才的培训质量具
有重要意义。基于此背景，首先在培训效果评价相关理论的学习基础上，通过查阅
国内外相关的文献，对培训效果评价模型和方法进行分析分类；其次，以柯克帕特
里克的四层次评估模型为理论基础，结合指标选取原则以及高技能人才的特点，在
反应层、学习层、行为层和结果层四个层面上初步建立高技能人才培训效果中的评
估指标体系，采用德尔菲法对指标体系进行筛选和补充，确定采用层次分析法和模
糊综合评价法相结合的方法对培训效果进行评价；最后，以A钢铁集团的高技能
人才培训为实例进行培训效果评价的实证研究，揭示了其培训中存在问题，并提出
有针对性的提升A有钢铁企业高技能人才培训效果的实施措施和建议
图7幅；表34个；参48篇
关键词：高技能人才；培训效果评价；层次分析法；模糊综合评价法
分类号：F279.23
-- II
Abstract
The development of state-owned steel plays an important role in rejuvenating
national industry. High-skilled personnel are an important part of the human resources in
the steel industry, it’s quantity and quality is restricting the development of steel
enterprise.Therefore, it is increasingly important for the training of highly skilled
personnel, and the evaluation of training effectveness is a key part for training project. By
evaluating the effect of training, people can see what are the problems in the training, the
effectiveness of training also provides a reference for decision-makers and training in the
future, which is conductive to improving the individual performance of high-skilled
personnel as well as corporate performance.
For A Iron & Steel Group engaged in metallurgical construction, the training of
highly skilled personnel is the foundation of the project construction. Although there is a
way to evaluate the training effect, there are still some problems in practical operation,
talent training can’t achieve the desired goal. Therefore, it is significant to establish a
scientific and operational evaluation system to improve the training quality of highly
skilled personnel in A Iron and Steel Group. Based on this situation, first of all, on the
basis of studying related theory of training effect evaluation, the article reviews and
classifies the training effect evaluation models and method by referring to relevant
literature at home and abroad. Secondly, Based on Kirkpatrick’s four-level model,
combined with the principle of index selection and the characteristics of highly-skilled
personnel, the paper initially establishes the evaluation index of training effect on the four
levels of reaction layer, learning layer, behavior layer and result layer. Using Delphi
method to screen and supplement the index system, using the method of AHP and fuzzy
comprehensive to evalute the training effect. Finally, taking A Iron & Steel Group as an
example, revealing the problems in its training and proposing targeted measures to
improve the training effect of highly skilled personnel in A iron and steel enterprise.
Figure7; Table34; Reference 48
Keywords: highly skilled personnel,training effectiveness evaulation,AHP,fuzzy
comprensive method
Chinese books catalog: F279.23。