I 摘要 随着我国经济的快速发展，企业规模逐步扩大，企业面临越来越多的挑战。互联 网时代的到来，行业间竞争白热化，人才竞争加剧，用工成本增加，人口红利逐渐消 失，这些都要求企业在“人”的方面给予更高的关注。企业如何优化人才结构，提升 组织效能，提高人才的竞争力，降低人工成本，加快企业的转型升级，企业发展的关 键在于“人”，而人由于个体素质的差异能力也呈现不同的差异，如何通过解决人的 能力的问题解决来解决企业的问题，这些变化迫切需要企业向人员要效率,向管理要 效益，而培训作为解决这些问题的有效手段之一，越来越引起管理者的重视。从企业 组织层面讲，希望通过培训提升员工的综合素质，进而提升其组织效能，保证其主营 业务的优势及行业的领先地位。从员工自身发展考虑，社会的日新月异要求员工不断 提升其业务技能、优化其工作方式和提升自身工作效率以适应社会发展的变化及企业 不断创新变革的需求，实现自身价值。那么，怎样才能设计并开发一套客观的能够适 应新时代企业发展需要和员工个人成长相结合的业务技能培训体系，就成为当前企业 值得研究的重要课题。 A 公司是铁路重点装备企业，成立 27 年，凭借其产品的独特性和所处行业的特殊 性，保持其市场的领先地位。但是随着铁路信息化的发展，行业竞争的加剧，A 公司当 前的运营管理和人才体系已不能满足和支撑企业长期发展的需要。结合公司现状，尽 快解决 A 公司面临的人才困境，提升管理水平，保持其市场领先地位是 A 公司长期发 展的关键。本文对 A 公司员工业务技能培训展开分析，通过分析发现 A 公司员工业务 技能培训体系存在的问题，并针对存在的问题深入剖析其产生的原因并提出相应的对 策。基于 A 公司员工的业务技能培训体系现状的分析，发现 A 公司员工业务技能培训 体系存在的主要问题有，培训管理体系执行有偏差，培训课程体系不健全，培训资源 缺乏等，存在问题的主要原因有:高层管理对培训的不重视，培训管理部门在培训运营 实施流程中未严格按照公司制度执行，公司制度流程执行有偏差等。基于以上问题和 原因，提出改进措施如下，严格执行公司的培训管理体系，加深培训效果评估，提升 培训质量，同时质量管理部门重点对培训质量进行抽查审核；结合公司任职资格评价 体系，建立基于职位的，分层级，分序列的课程体系；优化资源配置，建立健全公司 内训师体系，开展内部讲师评价认证工作。本文通过对 A 公司员工业务技能培训体系 进行优化研究，总结 A 公司培训体系中存在的问题，针对性的提出对策建议，希望通 过对 A 公司员工业务技能培训体系研究为广大中小企业提供有益的参考。 关键词，培训体系；业务技能；效果评估；保障措施西北农林科技大学硕士学位论文 II ABSTRACT With the rapid development of China's economy, the scale of enterprises is gradually expanding, and enterprises are facing more and more challenges. With the advent of the Internet era, the competition between industries becomes increasingly fierce, talent competition intensifies, labor costs increase, and demographic dividend gradually disappears, all of which require enterprises to pay more attention to people. How to optimize the talent structure, improve organizational efficiency, improve the competitiveness of talents, reduce labor costs, and accelerate the transformation and upgrading of enterprisesThe key to the development of an enterprise lies in people, and people have different abilities due to their individual qualities. How to solve the problems of an enterprise by solving the problems of human abilitiesThese changes urgently require enterprises to seek efficiency from personnel and efficiency from management. As one of the effective means to solve these problems, training has drawn more and more attention from managers. From the perspective of enterprise organization, it is hoped that the comprehensive quality of employees can be improved through training, so as to enhance organizational efficiency and ensure the advantages of its main business and its leading position in the industry. From the perspective of employees' own development, the ever-changing society requires employees to continuously improve their business skills, optimize their working methods and improve their working efficiency to adapt to the changes of social development and the needs of constant innovation and reform of enterprises, so as to realize their own value. So, how to design and develop a set of objective business skills training system that can adapt to the development needs of enterprises in the new era and the personal growth of employees has become an important topic worthy of research. Company A is a key railway equipment company. Founded 27 years ago, relying on the uniqueness of its products and the particularity of its industry, it has maintained its leading position in the market. However, with the development of railway informatization and the intensification of industry competition, Company A's current operation management and talent system can no longer meet and support the needs of the company's long-term development. Based on the current situation of the company, it is the key to the long-term development of Company A to solve the talent dilemma facing Company A as soon as possible, improve the management level, and maintain its market leading position. This article analyzes the business skills training of company A's employees. Through analysis, itABSTRACT III finds that there are problems in the company's business skills training system, and analyzes the causes of the problems and proposes corresponding countermeasures. Based on the analysis of the current status of company A's employees 'business skills training system, the main problems found in company A's employees' business skills training system are: deviations in the implementation of the training management system, incomplete training courses, and lack of training resources. The main reasons for the problems There are: senior management does not pay attention to training, the training management department does not strictly implement the company's system in the implementation process of training operations, and the company's system process has a deviation. Based on the above problems and reasons, the improvement measures are proposed as follows: Strictly implement the company's training management system, deepen the evaluation of training effectiveness, and improve the quality of training. At the same time, the quality management department focuses on the random inspection of the quality of training; combined with the company's qualification evaluation system, establish a job-based , Tiered, sequenced course system; optimized resource allocation, established and improved the company's internal trainer system, and carried out internal lecturer evaluation and certification work. In this paper, through the optimization study of the company A's business skills training system, this article summarizes the problems in the company A's training system, and proposes countermeasures and suggestions. It is hoped that the study of the company A's business skills training system will provide a useful reference for the majority of SMEs. KEY WORDS: training system; Business skills; Effect evaluation; Safeguard measures目 录 I 目 录 摘要...........................................................................................................................................I ABSTRACT .............................................................................................................................II 第一章 导言..........................................................................................................................1 1.1 研究背景........................................................................................................................ 1 1.2 研究目的和意义............................................................................................................ 2 1.2.1 研究目的 ................................................................................................................. 2 1.2.2 研究意义 ................................................................................................................. 3 1.3 国内外研究动态............................................................................................................ 3 1.3.1 国外关于业务技能培训体系的理论动态研究 ..................................................... 3 1.3.2 国内关于业务技能体系培训的理论动态变化 ..................................................... 5 1.3.3 国内外研究动态评述 ............................................................................................. 6 1.4 研究思路和方法............................................................................................................ 6 1.4.1 研究思路 ................................................................................................................. 6 1.4.2 研究方法 ................................................................................................................. 7 第二章 A 公司员工的业务技能培训现状分析..................................................................8 2.1 A 公司的概况................................................................................................................. 8 2.2 A 公司人力资源现状 ..................................................................................................... 9 2.2.1 A 公司的业务类型及组织机构 .............................................................................. 9 2.2.2 A 公司人力资源结构 ............................................................................................ 10 2.3 A 公司员工业务技能培训体系现状分析................................................................... 13 2.3.1 A 公司的培训机构设置 ........................................................................................ 13 2.3.2 A 公司员工业务技能培训的流程及考核机制 .................................................... 14 2.3.3 A 公司员工业务技能培训体系现状 .................................................................... 15 第三章 A 公司员工业务技能培训体系存在问题及原因分析........................................18 3.1 A 公司员工业务技能培训体系存在的问题 ............................................................... 18 3.1.1 培训管理体系执行有偏差 ................................................................................... 19 3.1.2 培训课程体系不完善 ........................................................................................... 22 3.1.3 培训资源缺乏 ....................................................................................................... 22 3.2 A 公司员工业务技能培训体系存在问题的原因分析 ............................................... 23西北农林科技大学硕士学位论文 II 第四章 A 公司员工业务技能培训体系改进....................................................................26 4.1 A 公司员工业务技能培训体系改进的方向和原则 ................................................... 26 4.1.1 员工业务技能培训体系改进的方向 ................................................................... 26 4.1.2 员工业务技能培训体系改进的原则 ................................................................... 26 4.2 A 公司员工业务技能培训的管理体系改进 ............................................................... 27 4.2.1 A 公司员工业务技能培训预算资源分布不均改进 ............................................ 27 4.2.2 A 公司员工业务技能培训需求分析改进 ............................................................ 27 4.2.3 A 公司员工业务技能培训针对性不强改进 ........................................................ 28 4.2.4 A 公司业务技能培训效果评估改进 .................................................................... 28 4.3 A 公司员工业务技能培训课程体系完善改进 ........................................................... 31 4.3.1 建立健全培训的课程体系 ................................................................................... 31 4.3.2 改变结构性矛盾，均衡培训资源分布 ............................................................... 31 4.4 A 公司员工业务技能培训资源缺乏改进 ................................................................... 32 4.4.1 增加培训总量供给 ............................................................................................... 32 4.4.2 增加培训专职人员的数量，并开展内部讲师认证机制 ................................... 32 第五章 A 公司员工业务技能培训体系实施的保障措施................................................34 5.1 员工业务技能培训管理体系改进的保障措施.......................................................... 34 5.1.1.培训预算资源分配不均改进的保障措施 ............................................................ 34 5.1.2 培训需求分析不充分改进的保障措施 ............................................................... 34 5.1.3 培训针对性不强改进的保障措施 ....................................................................... 35 5.1.4 培训效果评估不充分改进的保障措施 ............................................................... 35 5.2 员工业务技能培训课程体系改进的保障措施.......................................................... 36 5.2.1 完善课程体系改进的保障措施 ........................................................................... 36 5.2.2 培训结构性矛盾改进的保障措施 ....................................................................... 37 5.3 A 公司员工业务技能培训资源缺乏的改进措施 ....................................................... 37 5.3.1 培训总量供给改进的保障措施 ........................................................................... 37 5.3.2 增加专职培训管理人员和内部讲师认证改进的保障措施 ............................... 37 5.3.3 用培训资源构建学习生态圈 ............................................................................... 38 第六章 结论........................................................................................................................40