随着市场竞争的加剧和劳动力成本的逐年增加，我国制造型企业不仅面临国外企业 强有力的竞争和挑战，同时还要面临企业内部运营管理的压力。企业之间的竞争是人才 的竞争，尤其是中层管理干部的竞争。因此，建立一套有效的中层管理干部培训管理体 系，对于制造型企业的发展具有重要的意义。 在前人研究的基础上，采用问卷调查法从培训需求调查、课程管理计划、培训实施、 培训效果评估和培训管理等五个方面分别进行问卷调查。通过对 147 份有效问卷的数据 分析，并结合与 DR 公司中高层管理干部及相关部门的访谈，分析 DR 公司中层管理干 部培训管理存在的问题，即培训需求调查未落到实处、培训课程缺乏针对性、培训效果 评估不理想、培训考核结果运用较少等。 针对 DR 公司中层管理干部培训管理存在的问题，本研究提出了有针对性的优化对 策。优化措施包括，（1）成立 DR 培训学院强化培训管理功能；（2）搭建胜任力模型提 高培训课程的针对性；（3）通过推进“柯氏四级评估”完善培训评估机制；（4）重视培 训考核结果运用；（5）进一步推行中层管理干部培训学分制、将培训考核纳入绩效考核、 公司高层管理干部的支持等措施，来提升 DR 公司中层管理干部培训的保障措施。 关键词，中层管理干部；培训管理；优化对策II Abstract With the intensification of market competition and the increase of labor cost year by year, China's manufacturing enterprises not only face strong competition and challenges from foreign enterprises, but also face the pressure of internal operation and management. The competition among enterprises is the competition of talents, especially the competition of middle-level management cadres. Therefore, the establishment of an effective middle-level management cadre training management system is of great significance to the development of manufacturing enterprises. On the basis of previous studies, questionnaire survey was conducted from five aspects including training demand survey, course management plan, training implementation, training effect evaluation and training management. By analyzing 147 valid questionnaire data, and combining with DR company senior management cadres and relevant departments of the interview, analysis of DR company middle management cadres training management problems, namely the training needs survey did not implement, lack of targeted training courses, training effect evaluation is not ideal, training, performance evaluation results using less. In view of the problems existing in DR company's middle-level management cadre training management, this study puts forward targeted optimization countermeasures. Optimization measures include :(1) establish DR training institute to strengthen the training management function; (2) build a competency model to improve the pertinence of training courses; (3) improve the training evaluation mechanism by promoting four-level evaluation of Koch family; (4) attach importance to the application of training assessment results; (5) further implement the credit system for middle-level management cadre training, include the training and assessment into the performance assessment, support from the company's senior management cadres and other measures to improve the guarantee measures for DR company's middle-level management cadre training. Key words: Middle-level management cadres; Training management; Optimization countermeasuresIII 目 录 摘要.............................................................................................................................................I Abstract ......................................................................................................................................II 第一章 绪论..............................................................................................................................1 1.1 研究背景及意义.......................................................................................................... 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 国内外研究成果................................................................................................ 2 1.2.2 国内外研究评述.............................................................................................. 10 1.3 研究内容与论文框架................................................................................................ 11 1.3.1 研究内容.......................................................................................................... 11 3.DR 公司中层管理干部培训现状分析 .................................................................. 11 1.3.2 论文框架.......................................................................................................... 11 1.4 研究方法与研究思路................................................................................................ 12 1.4.1 研究方法.......................................................................................................... 12 1.4.2 研究思路.......................................................................................................... 13 第二章 DR 公司简介及中层管理干部培训管理现状研究 .................................................14 2.1 DR 公司简介 .............................................................................................................. 14 2.1.1 DR 公司简介 .................................................................................................... 14 2.1.2 DR 公司组织架构图 ........................................................................................ 14 2.1.3 DR 公司人员构成情况 .................................................................................... 15 2.2 DR 公司中层管理干部培训管理现状 ...................................................................... 16 2.2.1 DR 公司中层管理干部培训需求调查 ............................................................ 16 2.2.2 DR 公司中层管理干部培训课程计划 ............................................................ 17 2.2.3 DR 公司中层管理干部培训实施 .................................................................... 17 2.2.4 DR 公司中层管理干部培训效果评估 ............................................................ 18 2.2.5 DR 公司中层管理干部培训管理 .................................................................... 19 第三章 DR 公司中层管理干部培训管理存在的问题 .........................................................20 3.1 DR 公司中层管理干部培训管理问卷调查 .............................................................. 20IV 3.3.1 调查问卷设计.................................................................................................. 20 3.1.2 调查问卷发放与回收...................................................................................... 21 3.1.3 调查问卷分析.................................................................................................. 23 3.2 DR 公司中层管理干部培训管理存在的问题 .......................................................... 31 3.2.1 培训需求管理未落到实处.............................................................................. 31 3.2.2 培训课程缺乏针对性...................................................................................... 32 3.2.3 培训效果评估不理想...................................................................................... 33 3.2.4 培训考核结果运用较少.................................................................................. 34 第四章 DR 公司中层管理干部培训管理存在问题的原因分析 .........................................35 4.1 培训运营管理平台建设滞后.................................................................................... 35 4.1.1 管理运营平台缺乏有效统筹.......................................................................... 35 4.1.2 培训管理制度不健全...................................................................................... 35 4.2 培训课程设计未与岗位胜任力相结合.................................................................... 36 4.3 培训评估机制不完善................................................................................................ 37 4.3.1 部分厂区未建立培训评估机制...................................................................... 37 4.3.2 培训评估机制落实不理想.............................................................................. 38 4.4 公司对培训结果运用的支持力度不够.................................................................... 38 4.4.1 对中层管理干部培养的重要性认识不够...................................................... 39 4.4.2 不重视培训结果运用...................................................................................... 39 第五章 DR 公司中层管理干部培训管理优化对策及保障措施 .........................................40 5.1 DR 公司中层管理干部培训管理的优化对策 .......................................................... 40 5.1.1 成立 DR 培训学院强化培训管理功能 .......................................................... 40 5.1.2 搭建胜任力模型提高培训课程的针对性...................................................... 41 5.1.3 通过推进“柯氏四级评估”完善培训评估机制 .............................................. 46 5.1.4 重视培训考核结果运用.................................................................................. 47 5.2 DR 公司实施中层管理干部培训优化对策的保障措施 .......................................... 48 5.2.1 推行中层管理干部培训学分制...................................................................... 48 5.2.2 将培训考核纳入绩效考核.............................................................................. 50 5.2.3 公司高层管理干部的支持.............................................................................. 51 第六章 结论与展望................................................................................................................52V 6.1 研究结论.................................................................................................................... 52 6.2 研究不足.................................................................................................................... 52 6.3 研究展望.................................................................................................................... 52