当今的汽车产业大环境中汽车销售与汽车服务企业之间的市场竞争日趋激 烈，人才是企业核心的资源，驻外员工的素质发展和能力提升是企业所关注的重 中之重。一汽贸易公司作为劳动力密集型企业，驻外人员人数众多，员工素质水 平不均衡，且远离总部，管理难度大，同时，贸易公司现有的传统培训方式没有 与企业战略相结合，培训的效果并不理想。因此，建立基于胜任力的培训管理体 系，使贸易公司驻外人员人职匹配，驻外人员的培训工作要作为人力管理工作的 重点。 本文首先结合国内外专家学者已有的研究成果，以及胜任能力、培训相关理 论模型，为分析一汽贸易公司目前的培训情况及问题提供理论基础。其次采用深 入企业内部实地访谈、发放问卷进行调查、大数据分析比较等方法，将一汽贸易 公司培训现状作出全面分析。介绍了一汽贸易公司的企业概况和发展现状，分析 企业驻外人员培训管理的现状，并发放调查问卷 80 份，针对公司培训满意度、公 司的培训方式、公司培训需求分析和培训的效果评估等多方面问题进行调查，通 过本次的问卷数据整理，了解到目前贸易公司已初步建立了有关驻外员工的培训 管理体系，培训工作也取得了一定成果，但是目前对于贸易公司驻外人员的培训 管理体系还不够不完善，仍然存在一系列问题，例如缺乏驻外人员对于培训的需 求分析，培训的方法和培训课程相对较为缺少针对性和创新性，在完成培训之后 及时有效的培训效果评估也做的还不够到位。然后，针对上述分析中发现的问题， 使用需求模型，胜任力四象限比较法，构建了基于胜任力的驻外人员培训管理体 系，主要针对驻外人员岗位特点确认胜任力模型要素，明确企业战略、选择确立 绩效标准、建立胜任力模型，应用十四条要素构建出培训管理体系，并总结将胜 任力引入培训管理体系的必要性和可行性。最后配套的提出能够使培训管理体系 平稳有效实施的相关保障措施，具体包括公司组织保障、制度保障、资源保障等 多个方面内容。 本文构建的驻外人员培训管理体系完善了一汽贸易公司的培训架构，使整个 培训管理体系更加系统化、科学合理化，使企业员工素质得到全面的提升。同时 也可以为相关企业驻外人员培训体系的优化提供一定的借鉴与参考。 关键词，胜任力；胜任力模型；培训管理体系VI Abstract In today's automobile industry environment, the market competition between automobile sales and automobile service enterprises is increasingly fierce. Talents are the core resources of enterprises, and the quality development and ability improvement of overseas employees are the top priority of enterprises. As a labor-intensive enterprise, faw trading company has a large number of overseas employees, uneven staff quality, and is far away from the headquarters, making management difficult. At the same time, the existing traditional training methods of trading companies are not combined with enterprise strategy, so the training effect is not ideal. Therefore, a competency-based training management system should be established to match the posts and personnel of foreign trade companies. The training of foreign personnel should be the focus of human resources management. This paper firstly combines the existing research results of domestic and foreign experts and scholars, as well as the competency and training related theoretical models, to provide a theoretical basis for the analysis of the current training situation and problems of FAW Trading Company. Secondly, the questionnaire survey, in-depth field interviews, big data analysis and other methods were used to comprehensively analyze the training status of FAW trading companies. Introduce the general situation and development status of FAW Trading Company, analyze the status quo of training and management of foreign personnel, and issue 80 questionnaires, aiming at company training satisfaction, company training methods, company training needs analysis and training evaluation. Investigating various aspects, through the data of this questionnaire, I learned that the trading company has initially established a training management system for foreign employees, and the training has achieved certain results, but currently it is for foreign companies of trading companies. The training management system is not perfect enough. There are still a series of problems. For example, the lack of analysis of the needs of foreign personnel for training, the training methods and training courses are relatively lack of pertinence and innovation, and the timely and effective training effect after the completion of training. The assessment is not enough. Then, based on the problems found in the above analysis, using the demand model and the competency four-quadrant comparison method, a competency-based external personnel training management system was constructed, which mainly confirmed the competency model elements for the characteristics of the foreign personnel, and defined the corporate strategy. Select and establish performance standards, establish a competency model, apply the fourteen elements to build a training management system, and summarize the necessity and feasibility of introducing competency into the training management system. Finally, the relevant supporting measures for the smooth and effective implementation of the training management system are proposed, includingVII the organization's organizational guarantee, system guarantee, and resource guarantee. The training system for foreign personnel training constructed in this paper has perfected the training structure of FAW Trading Company, making the whole training management system more systematic, scientific and rational, and the quality of employees has been comprehensively improved. At the same time, it can also provide some reference and reference for the optimization of the training system of relevant personnel abroad. Key words，Competency;Competency Model; Training management systemVIII 目 录 摘要..............................................................IV ABSTRACT ...........................................................VI 第 1 章 绪论..........................................................1 1.1 研究背景与研究意义............................................1 1.1.1 研究背景................................................1 1.1.2 研究意义................................................1 1.2 国内外研究现状................................................2 1.2.1 国内研究现状............................................2 1.2.2 国外研究现状............................................4 1.3 研究内容和研究方法............................................5 1.3.1 研究内容................................................5 1.3.2 研究方法................................................5 1.4 论文的创新之处................................................5 第 2 章 相关理论概述..................................................7 2.1 培训管理体系概述..............................................7 2.1.1 培训与培训管理体系的概念................................7 2.1.2 培训管理体系的构成......................................7 2.2 胜任力与胜任力模型............................................8 2.2.1 胜任力的定义............................................8 2.2.2 胜任力模型的内涵........................................8 2.2.3 胜任力模型在培训中的作用...............................10 第 3 章 一汽贸易公司驻外人员培训管理现状调查分析.....................13 3.1 公司驻外人员现状.............................................13 3.1.1 公司简介...............................................13 3.1.2 公司驻外人员基本情况...................................13 3.2 公司驻外人员培训管理现状调查分析 .............................14 3.2.1 调查问卷的设计.........................................14 3.2.2 调查数据收集与整理.....................................15 3.3 公司驻外人员培训管理中存在的问题分析.........................18 3.3.1 员工对于培训满意度较低 .................................18 3.3.2 企业培训方式单一 .......................................18 3.3.3 不了解岗位胜任力要求 ...................................19 3.3.4 培训形式缺少创新 .......................................19 3.3.5 培训评估机制不健全 .....................................19 第 4 章 一汽贸易公司基于胜任力的驻外人员培训管理体系构建.............21 4.1 公司培训管理体系构建的思路和原则.............................21IX 4.1.1 构建的思路.............................................21 4.1.2 构建培训体系的原则.....................................21 4.2 公司驻外人员胜任力模型的确认.................................22 4.2.1 驻外人员岗位特点.......................................22 4.2.2 驻外人员胜任力模型的确定...............................22 4.3 公司基于胜任力的培训需求分析.................................25 4.3.1 基于胜任力的培训需求分析模型...........................25 4.3.2 公司驻外人员胜任力差距分析.............................26 4.4 公司基于胜任力的培训管理体系设计.............................28 4.4.1 培训课程设计...........................................28 4.4.2 培训的方法设计.........................................29 4.4.3 师资队伍建设 ...........................................30 4.4.4 培训效果评估 ...........................................30 第 5 章 一汽贸易公司基于胜任力的驻外人员培训管理体系实施的保障措施...34 5.1 驻外人员培训管理体系实施的组织保障...........................34 5.1.1 培训管理小组建设.......................................34 5.1.2 培训责任分工...........................................34 5.2 驻外人员培训管理体系实施的制度保障...........................34 5.2.1 培训管理的制度.........................................34 5.2.2 培训的考核制度.........................................34 5.3 驻外人员培训管理体系实施的资源保障...........................35 5.3.1 资金方面保障..........................................35 5.3.2 培训师资激励..........................................35 第 6 章 研究结论与展望...............................................36 6.1 研究结论.....................................................36 6.2 研究展望.....................................................36 附件，一汽贸易公司驻外人员培训现状调查问卷..........................38