本文以陕西煤业化工集团神南矿业张家峁矿业公司（SMZ）人力资源培训体系为
背景，运用人力资源管理的理论和方法,首先 SMZ 外部环境进行的分析；采用问卷调
查的方法对 SMZ 目前人力资源现状和企业人力资源培训体系及运行情况进行调查分
析，并结合 SMZ 发展对人力资源配置的需求，研究了 SMZ 目前培训体系中存在的主
要问题，表现为：（1）需求分析和过程监控不完善；（2）培训频次不均衡，专业技
术人员“工学矛盾”现象突出；（3）培训的目标缺乏胜任力考虑；（4）培训的结果与
绩效联系不足；（5）缺乏培训效果反馈；（6）培训责任不明，职责不清晰；（7）
现场培训方面没有成系统的规划；（8）培训方式信息化不够。其次，对 SMZ 人力资
源培训体系按照需求分析、设置目标、制定计划、实施培训、成果转化、效果评估六
个方面进行了基于胜任力模型的重新设计。最后结合研究企业的实际，对一般国有企
业人力资源培训体系的设计作了进一步深入思考，提出 SMZ 人力资源培训体系优化
思路：（1）培训体系与公司战略结合；（2）胜任力模型融入培训体系

本文对 SMZ 有限公司员工培训体系改进的研究，可以推广到其他企业，以期整
体提升企业人力资源培训工作。本文对 SMZ 有限公司基于胜任力模型的员工培训体
系的研究，对提升员工培训的效率、支持企业发展战略，具有长远意义

关 键 词：人力资源管理；胜任力模型；培训体系ABSTRACT
III
ABSTRACT
In recent years, the adjustment of coal industry structure and the pace of joint
reorganization, coal enterprises in order to achieve higher profits, improve strategic
development needs, more and more attention to human resources, because the high degree
of talent determines the development of coal enterprises, enterprises more Focus on staff
training.
Based on the human resource management theory and method of SMZ, this paper analyzes
the external environment of SMZ, and uses the method of questionnaires to analyze the
current situation of SMZ human resource training system. The status quo of resources and
the training system and operation of human resources of enterprises are analyzed and
analyzed, and the main problems of SMZ training system are analyzed in the light of the
demand of SMZ for the development of human resource allocation. The main results are as
follows: (1) Demand analysis and process monitoring (2) the frequency of training is not
balanced, professional and technical personnel contradiction between the phenomenon of
outstanding; (3) the lack of competency training objectives to consider; (4) training results
and lack of performance; (5) the lack of training feedback; (6) training responsibilities are
not clear, responsibilities are not clear; (7) on-site training is not a systematic plan; (8)
training information is not enough. Secondly, the SMZ human resources training system is
re-designed based on the requirement analysis, goal setting, planning, implementation
training, achievement transformation and effect evaluation. In the end, the design of human
resources training system of general state-owned enterprises is further considered, and the
train of thought of SMZ human resources training system is put forward: (1) the training
system is integrated with the company strategy; (2) the competency model is integrated
into the training system.
In this paper, SMZ Limited staff training system to improve the study, can be extended to
other enterprises, with a view to improving the overall corporate human resources training.
In this paper, SMZ Co., Ltd. based on competency model of the staff training system, to
enhance the efficiency of staff training to support enterprise development strategy, with
long-term significance.
Keywords: Human resource Management，Competency mode，Training system插图索引
V
插图索引
图 1.1 本文研究路线图........3
图 3.1 张家峁矿业公司职业结构图..........10
图 3.2 张家峁矿业公司职称及技能等级分布表..11
图 3.3 张家峁矿业公司井下特种作业人员分布图..........11
图 3.4 张家峁矿业公司地面特种作业人员分布图..........12
图 3.5 张家峁矿业公司一般岗位工种分布图......13
图 4.1 管理人员胜任力模型..........30
图 4.2 操作人员胜任力模型..........30
图 4.3 技术人员胜任力模型..........31
图 5.1 SMZ 矿业公司员工培训体系总体框架......33表格索引
VII
表格索引
表格 4.1 胜任力描述.22
表格 4.2 研究样本特征统计.23
表格 4.3 描述统计.....24
表格 4.4 kmo 检验.....25
表格 4.5 总方差解释.26
表格 4.6 管理载荷分析 1......27
表格 4.7 专业技术载荷分析 2..........27
表格 4.8 操作工载荷分析 3..28
表格 5.1 中高层领导岗位培训计划表(a).....36
表格 5.2 中高层领导岗位培训计划表(b).....37
表格 5.3 一般管理人员培训计划表(a).........37
表格 5.4 一般管理人员培训计划表(b).........38
表格 5.5 专业技术人员培训计划表(a).........38
表格 5.6 专业技术人员培训计划表(b).........39
表格 5.7 新进厂、转岗人员培训计划.........39
表格 5.8 各类人员主要培训课程表.41
表格 5.9 封孔作业训练过程设计.....49
表格 5.10 培训需求分析针对性调查结果...50
表格 5.11 培训计划周密性调查结果........... 51
表格 5.12 培训机构选择合理性调查结果...51
表格 5.13 培训内容适用性...51
表格 5.14 培训组织管理能力调查结果.......52
表格 5.15 培训教材
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