随着中国经济的不断发展，2013 年党中央提出了“一带一路”的国家经济发展战略， 并先后倡议中国愿与欧亚各国共同建设“丝绸之路经济带”和与东南亚地区共同建设 21 世纪“海上丝绸之路”，鼓励和支持中国企业走出国门。五年来，越来越多的中国企业 不仅加快开拓海外市场的步伐，而且在海外国家建立本土生产制造基地。面对国外激烈 的市场竞争，越来越多走出国门的中国企业认识到，企业之间的竞争已经从以往单纯的 依靠企业中的技术组织比如研发、产品、品牌、生产技术，销售，转向更多依靠人才的 竞争。只有把企业人才梯队培养工作做好，才能在海外激烈的竞争环境中脱颖而出，立 于不败之地。 因地域文化差异，走出国门的企业普遍遇到本土人才培养瓶颈问题。WK 印度工厂 隶属中国 WK 集团旗下控股公司，主要生产智能手机，建厂三年以来，组织开展了较多 基层员工培训活动，但是培训效果并不理想。所以如何卓有成效的搭建一套系统落地实 用的基层员工培训问题改进方案，保障培训效果最大化，是本论文重要的研究课题。本 论文以 WK 印度工厂基层员工作为研究对象，综合运用国内外培训相关理论和研究成果， 在分析基层员工培训现状和培训满意度的基础上，从培训需求分析的准确度、培训设计 与策划的专业度、提供培训的满意度、评价培训结果的专业度、培训过程的监视和改进 效果五个维度作剖析，诊断分析出基层员工培训问题的成因，并提出一套适合 WK 印度 工厂基层员工培训问题改进落地方案，最后从组织、资源、制度三方面制定了保障措施。 本论文是根据国际培训质量管理标准 ISO10015 构建的培训问题改进方案，对 WK 印度工厂基层员工培训工作具有较强的指导作用。WK 印度工厂是具有代表性的拓展海 外业务的中国企业，因此，本论文的研究成果可以对在海外开设本土工厂的中国企业构 建一套高效实用的基层员工培训方案提供可借鉴的理论依据和实践参考。 关键词，培训问题；印度工厂；基层员工；ISO10015Abstract With the booming economy in China, the CPC Central Committee launched the OBOR initiative in 2013 as the strategy for national economic development and then proposed that China will work together with Eurasian economies to build the Silk Road Economic Belt and jointly build the Maritime Silk Road with the southeast Asian region in 21 st century. By so doing, Chinese enterprises are encouraged and supported to expand business in overseas countries. In the past five years, many Chinese enterprises expanded their global footprint by penetrating into the overseas markets and more often by setting up the local production bases in overseas countries. Along with the fierce overseas market competition, many Chinese enterprises realize that competition has shifted from purely relay on technical organizations, such as R & D, products, brand, manufacturing technology and sales, to talents-based competition. Developing a properly-structured talent pipeline is therefore critical to Chinese enterprises when expanding in overseas market. Due to geographical and cultural differences, many Chinese enterprises has encountered bottlenecks in local talents training,how to build a set of systematic and practical front-line employee training programs effectively to maximize the value of training course is an important research topic in HR. Taking WK Indian factory as an example. Affiliated to China WK Group Holdings Co. , WK Indian factory is specializing in smartphone production. In the past three years since its establishment, WK Indian factory has been organizing adequate frontline staff training events but it turned out to be unsatisfactory. this paper discusses relevant training theories, By so doing analyzes the current situation and degree of satisfaction of WK Indian factory. Analysis from Five Dimensions of accuracy of training needs analysis、 professionalism in training design and planning、satisfaction with training、professionalism in evaluating training outcomes、monitoring and improvement of training process. analyzes the current situation and problems of WK Indian factory. the author suggests the opinions and proposals of implementation to WK Indian factory for its front-line employee training trouble program to take care of its bottlenecks in this regard. Finally, the safeguard measures are formulated from three aspects: organization, resources and system. This paper is an improvement scheme of training problems based on ISO10015, an international quality management standard for training，has a strong guiding role for staff trainning work of WK Indian factory front-line employee .WK Indian factory is aIII representative Chinese enterprise to expand overseas business. Therefore, the research results of this paper can provide theories and practice reference to Chinese enterprises with a set of highly practical and effective training program for front-line employees when operating in overseas countries. Key words: training program; India factory; front-lien employees; ISO10015目录 摘要.............................................................................................................................................I ABSTRACT ............................................................................................................................. II 第一章绪论................................................................................................................................1 1.1 研究背景.............................................................................................................................. 1 1.2 研究意义.............................................................................................................................. 1 1.2.1 理论意义........................................................................................................................ 1 1.2.2 实际意义........................................................................................................................ 2 1.3 国内外研究现状.................................................................................................................. 2 1.3.1 国外研究现状................................................................................................................ 2 1.3.2 国内研究现状................................................................................................................ 3 1.4 研究目标与内容.................................................................................................................. 4 1.4.1 研究目标........................................................................................................................ 5 1.4.2 研究内容....................................................................................................................... 5 1.5 研究方法与技术路线 ......................................................................................................... 5 1.5.1 研究方法....................................................................................................................... 5 1.5.2 技术路线........................................................................................................................ 6 第二章 WK 印度工厂基层员工培训现状及问题 ..................................................................8 2.1 WK 印度工厂概况 .............................................................................................................. 8 2.2 WK 印度工厂基层员工培训现状 .................................................................................... 11 2.3 WK 印度工厂基层员工培训数据分析 ............................................................................ 12 2.4 WK 印度工厂基层员工培训存在的问题 ........................................................................ 23 2.5 本章小结 ........................................................................................................................... 23 第三章 WK 印度工厂基层员工培训问题的诊断分析.........................................................25 3.1ISO10015 培训质量管理标准 ........................................................................................... 25 3.2 问卷设计的基本思路 ....................................................................................................... 26 3.3 调查问卷设计及数据分析................................................................................................ 27 3.3.1 调查问卷的设计.......................................................................................................... 28 3.3.2 问卷发放与回收.......................................................................................................... 28V 3.3.3 问卷调查结果分析...................................................................................................... 28 3.4 本章小结............................................................................................................................ 34 第四章 WK 印度工厂基层员工培训问题改进方案 ............................................................35 4.1 培训问题改进原则 ........................................................................................................... 35 4.2 培训问题改进框架设计 ................................................................................................... 35 4.3 培训需求改进.................................................................................................................... 36 4.3.1 确定组织培训需求...................................................................................................... 36 4.3.2 确定和分析岗位能力要求.......................................................................................... 36 4.3.3 评审员工能力差距..................................................................................................... 39 4.3.4 识别解决办法以弥补员工能力差距.......................................................................... 40 4.3.5 确定培训需求及说明.................................................................................................. 41 4.4 培训设计与策划 ............................................................................................................... 41 4.4.1 规范培训时间.............................................................................................................. 41 4.4.2 培养本土籍内部讲师.................................................................................................. 42 4.4.3 培训方法的选择准则.................................................................................................. 46 4.4.4 培训课程本土化.......................................................................................................... 47 4.4.5 培训软硬件支持.......................................................................................................... 49 4.5 培训实施............................................................................................................................ 49 4.5.1 培训前准备.................................................................................................................. 49 4.5.2 培训过程管控.............................................................................................................. 49 4.5.3 培训档案归档.............................................................................................................. 50 4.6 培训效果评估.................................................................................................................... 50 4.6.1 制定评估方案.............................................................................................................. 50 4.6.2 制定培训成果应用计划.............................................................................................. 51 4.7 培训过程监视和改进........................................................................................................ 51 4.8 本章小结............................................................................................................................ 51 第五章 WK 印度工厂基层员工培训问题改进的保障措施 ................................................52 5.1 组织保障............................................................................................................................ 52 5.2 资源保障............................................................................................................................ 52 5.2.1 专业培训管理人员支持.............................................................................................. 525.2.2 培训软硬件保障.......................................................................................................... 52 5.2.3 培训费用保障.............................................................................................................. 53 5.3 制度保障............................................................................................................................ 53 5.3.1 培训制度保障.............................................................................................................. 53 5.3.2 建立培训绩效管理机制.............................................................................................. 53 5.3.3 建立员工职业生涯发展规划机制.............................................................................. 54 5.4 本章小节............................................................................................................................ 54 结论..........................................................................................................................................55