汇编出版。保密的学位论文在解密后适用本规定。 研究生签名： 时间： 年 月 日 导师签名： 时间： 年 月 日 I 摘要 企业之间的竞争焦点，在知识经济时代背景下越发集中到优秀人才之间的竞争，对于企业未 来发展而言，优秀人才将成为其塑造企业核心竞争能力的关键性资源所在，由此越来越多的企业 管理者开始将人力资源管理作为工作重点，其中，员工培训管理是现代企业人力资源管理的重要 议题，更是培养人才的主要手段。郑州宇通公司作为大型制造业行业中的领军企业，公司业务种 类多，项目繁杂，员工基数大，其人才队伍的培养与发展就必须依赖自身的力量，因此，郑州宇 通公司越来越重视对员工的培训。 本文以此为背景，以郑州宇通公司为研究对象，深入展示郑州宇通公司员工培训体系的历史 与现状，发现公司员工培训体系存在以下主要问题：缺乏科学的培训理念、培训计划简单粗放、 培训讲师管理体系缺乏系统规划、培训课程体系粗放化、培训机制还没有切实发挥效能等。 本文采用行为事件访谈法（BEI）和问卷调查法等研究方法构建了由学习能力、坚韧性、责任 性、自信、诚实正直、服务精神、逻辑思维、目标设定、团队合作、协调能力、创新能力、关系 建立、沟通能力、注重细节、判断能力、培养人才、任务布置等17项胜任力素质构成了郑州宇通 公司员工岗位胜任力模型。基于岗位胜任力模型，进行郑州宇通公司员工培训体系优化研究，重 点进行了对员工培训需求分析、培训课程体系完善、培训讲师体系管理、培训评估体系构建等内 容的优化设计。 最后探讨了保障郑州宇通公司培训体系顺利实施的公司管理机制，包括制度保障、文化保障、 组织保障、资金保障。同时也提出了本文的不足之处。 基于胜任力素质模型的郑州宇通公司培训体系的优化研究，丰富了郑州宇通公司员工的培训 构架，避免传统员工培训的不足，使培训更有针对性，解决了人岗匹配和人企匹配等公司人才培 养和储备的问题，保证了员工的培训质量和效果，为实现公司发展战略规划提供现实意义。 关键字：企业；胜任力；岗位胜任力模型；员工培训体系优化 II Abstract Under the background of knowledge and economy era, the competitions among enterprises gradually focus on the competitions among talents. In terms of the future development for enterprises, talents will be the core resources to shape core competitive capability of enterprises. Therefore, more and more business managers tend to take human resource management as priority. Staff training management is not only the subject under discussion for human resource management of modern enterprises, but the main means of training talents. As a leading enterprise in the large-scale manufacturing industry, Zhengzhou Yutong Bus Company has many business types, complicated projects and large staff base, the training and development of whose talent team must rely on their own strength. As a result, it lays more emphasis on the training of its employees. Based on this background, this paper selected Zhengzhou Yutong Bus Company as the object of study, deeply displaying the history and current situation of its employee training system. Meanwhile, it has found major problems as follows, such as the shortage of scientific training concept, simple and extensive training plan, the lack of systematic plan of trainer management system, extensive course system of training. In addition, training mechanism has not functioned yet as we expected. This paper adopted various research methods including the behavior event interview (BEI) and questionnaire, aiming to build staff position competency model of Zhengzhou Yutong Bus Company, which consist of 17 capabilities such as the learning ability, tenacity, accountability, self-confidence, honesty and integrity, service spirit, logical thinking, goal setting, team cooperation and coordination ability, innovation ability, relationship building, communication skills, attention to details, judgment, the training of talents, task arrangement. Based on staff position competency model, it has studied how to refine the training system of employees of Zhengzhou Yutong Bus company, emphasizing on optimizing the design of requirement analysis of employee training, the improvement of course system of training, the building of the trainers and the evaluation system of training. Finally, the paper discusses the management mechanism which guarantee that the training system of Zhengzhou Yutong Bus Company can be successful implementation, including system guarantee, culture guarantee, organization guarantee and fund guarantee. At the same time, it also points out the shortcomings of this paper. Based on studying how to optimize the competence quality model of the training system of Zhengzhou Yutong Bus Company, it enriches the training framework of employees of Zhengzhou Yutong Bus Company, and avoid the shortcomings of traditional training, make the training more targeted, solving problems of company talent training and reserves like post matching and enterprise matching, and ensuring the training quality and effect of the employees, which has practical significance to achieve development strategic planning of Zhengzhou Yutong Bus Company. Keywords:Enterprise; Competency; position competency model;the optimization of employee training system III 目 录 摘要 ............. I Abstract ......... II 第一章 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 .............. 2 1.2研究综述 ......................... 3 1.2.1国外研究综述 ...... 3 1.2.2国内研究综述 ...... 4 1.2.3文献述评 .............. 6 1.3研究目的与研究思路 ..... 6 1.3.1研究目的 .............. 6 1.3.2研究思路 .............. 6 1.4研究内容与研究方法 ..... 8 1.4.1研究内容 .............. 8 1.4.2研究方法 .............. 8 第二章 理论概述 ....................... 10 2.1员工培训和员工培训体系的内涵 .............. 10 2.1.1员工培训的概念 10 2.1.2员工培训体系的概念 ....................... 10 2.2员工培训理论 ............... 11 2.2.1成人学习理论 .... 11 2.2.2学习型组织理论 12 2.2.3培训评估理论 .... 13 2.3胜任力相关概述 ........... 14 2.3.1胜任力的内涵 .... 14 2.3.2胜任力模型及构建原则 ................... 14 2.3.3胜任力模型构建方法 ....................... 16 2.4基于胜任力模型的培训体系优化 .............. 17 2.4.1基于胜任力模型的培训体系的含义 .............................. 17 2.4.2基于胜任力模型的培训体系的意义 .............................. 17 2.4.3基于胜任力模型的培训体系建立模式 .......................... 18 第三章 郑州宇通公司员工培训体系现状 .............. 20 3.1郑州宇通公司概况 ....... 20 3.1.1公司概况 ............ 20 IV 3.1.2公司组织架构介绍 ........................... 20 3.1.3公司人力资源基本情况 ................... 21 3.2郑州宇通公司现有员工培训体系 .............. 24 3.2.1现有培训制度及流程 ....................... 24 3.2.2现有培训内容及形式 ....................... 25 第四章 郑州宇通公司员工培训体系存在问题及成因分析 ................. 29 4.1公司员工培训体系存在问题 ...................... 29 4.1.1培训理念落后 .... 29 4.1.2缺乏有效的培训需求分析 ............... 29 4.1.3培训计划制定简单粗放 ................... 29 4.1.4培训课程设置不合理 ....................... 29 4.1.5师资资源配置不充分 ....................... 30 4.1.6培训机制没有切实发挥效能 ........... 32 4.2公司员工培训体系问题成因分析 .............. 33 4.2.1缺乏科学的培训理念 ....................... 33 4.2.2未能基于岗位胜任力进行培训需求分析 ...................... 33 4.2.3培训计划制定不科学 ....................... 33 4.2.4未能基于岗位胜任力设置培训课程 .............................. 33 4.2.5培训讲师管理体系缺乏系统规划 ... 33 4.2.6培训机制不健全 34 第五章 基于胜任力模型的郑州宇通公司员工培训体系优化方案 ..... 35 5.1郑州宇通公司员工岗位胜任力模型构建 .. 35 5.1.1构建原则 ............ 35 5.1.2构建前的准备工作 ........................... 35 5.1.3郑州宇通公司员工岗位胜任力素质的确认 .................. 36 5.1.4郑州宇通公司员工岗位胜任力要素开发 ...................... 37 5.1.5提炼郑州宇通公司员工岗位胜任力要素 ...................... 38 5.1.6郑州宇通公司员工岗位胜任力模型的构建 .................. 41 5.2郑州宇通公司员工培训体系优化方案设计 ............................. 43 5.2.1基于胜任力模型的培训需求分析 ... 43 5.2.2基于胜任力模型培训计划的制定 ... 45 5.2.3基于胜任力模型培训课程体系的完善 .......................... 46 5.2.4科学系统规划培训讲师管理体系 ... 46 5.2.5基于胜任力模型培训评估体系构建 .............................. 49 5.3 员工培训体系优化效果预估 .........