摘要
知识经济的时代中,人才资源已成为企业生存与发展的关键资源。从长远来看,
员工培训是企业人才培养和开发的主要动力,也是保障企业持续发展的关键环节。培
训必须符合企业发展战略、符合不同时期企业发展所需的人才特点,从而企业战略目
标的实现得以保证
TF集团是一家从事审核、认证、咨询、测试的外资企业。业务主题有环境、健
康与安全、风险管理、可持续发展等;业务范围涉及很广,工业、农产品及食品、汽
车、化学、轨道交通以及能源等行业。近年来,为了满足认证市场发展和TF集团的
战略规划要求,TF企业的内部培训体系完善工作逐步提上了日程。而对于TF集团而
言,培训体制基础比较薄弱,培训体系的搭建与完善、培训项目的制订与执行、培训
课程的选择与开发、培训师的征集和培养、培训平台的巩固与宣传等,无一不需要系
统规划、统筹配置、精心设计与认真执行
本文以TF集团作为研究对象,从企业战略的角度,结合TF集团人员结构的特
点,借鉴最先进的培训管理理念,系统得对TF集团的培训管理现状予以剖析。对于
当前企业培训所面临的:领导无奈,因为培训花钱多但收益不大,如同鸡助;HR困
惑,培训的后期跟踪太难,将知识转化为实际应用能力的过程障碍很多;员工抱怨,
培训课程没有冲击力和吸引力,这几大尴旭:局面进行了原因分析并从培训管理和培训
实践的角度提出了改’意见
在分析问题的时k,我主要采取理论结合实际的方法,对TF集团的培训体系所
存在问题及对策进行阐述和例证。相关数据来自于TF集团内部资料。其中,部分鉴
于保密原因已做过适当处理
关键词:TF集团战略培训体系
ABSTRACT
Human resources have been the key point for enterprises to survive and develop at the
age of knowledge economy. In the long run, training and development mainly drives a
company to achieve continuous improvement. Therefore the goal can be realized only when
the training plan be consistent with the company's development strategy, also with the
special requirements that the company need at different stages.
TF group is a foreign invested enterprise which is dedicated in certification,verification,
consulting and testing. It's specialized in environment, health and safety, risk management,
sustainable development, etc and its wide business involves industry, agricultural products
and food,chemical,automotive, rail transportation and energy industries. In recent years, TF
group is planning to improve its internal Gaining system in order to meet the needs of the
development of certificate market and the strategic program of TF group. However, the
foundation of TF's training system is relatively weak and it need a more systematic plan and
design to build the whole training system, such as the work of execute the training project,
select and develop proper courses, recruit and train the facilitators,publicize and maintain
the training platform.
This article takes TF group as the research object to study its current management
situation in training module from the strategy perspective as well as structural features of
TF's employees. Besides,it analyzes the root causes of the following problems such as the
leader worry about ttaining get little effect with more and more invest; HR is confused that
its difficult to follow up the training effect and there are too much barriers to transfer
knowledge to practice; meanwhile the staff always complain about the course is too boring.
It integrates theory with practice when analyzing the existing problems in TF group's
training system. The relevant data and case study come from the internal materials of TF
group and part of them have been modified for the confidential reason.
Key words: TF Group, Strategy, Training System