当前，我国经济已由高速增长阶段转向高质量发展阶段。2016 年以来，化肥 行业新增产能持续增加、行业市场低迷，行业整体陷入困境中。DQ 化肥厂生产装 置固定、科技创新能力不足、产品结构单一，要想保持企业竞争力，必须从加强 人力资源管理方面入手，将人员冗余、工作能力不足的劣势转化为人尽其才的人 才发展优势，提高基层员工培训工作管理水平是促进人力资源潜力开发的有效方 法。 本文以 DQ 化肥厂基层员工培训管理作为研究对象，通过对培训管理概念的界 定和相关理论的介绍，为本文后续研究奠定理论依据。由此，在对 DQ 化肥厂基层 员工培训管理现状及特点分析基础上，运用调查问卷方式，对基层员工培训管理 现状进行深入调查，认真研究基层员工培训管理流程各个环节，通过调查发现 DQ 化肥厂基层员工培训存在着需求分析流于形式、培训计划缺少目标导向、培训项 目实施固化，培训效果评估体系不健全、培训成果转化缺少机制等问题。针对上 述问题，本文提出了扎实开展基层员工培训需求分析、制定基层员工长期培训计 划、灵活组织基层员工培训实施、健全基层员工培训效果评估体系、建立基层员 工培训成果转化的机制等改进措施，以期增强 DQ 化肥厂基层员工培训管理工作目 标性和实效性，切实提高 DQ 化肥厂基层员工培训工作管理水平，促进基层员工队 伍整体素质提升，增强企业人才软实力，促进企业持续健康发展。 关键词： DQ 化肥厂； 基层员工； 培训管理东北石油大学 MBA 学位论文 III Research on Training Management of Grass-roots Staff in DQ Fertilizer Plant ABSTRACT At present, China's economy has shifted from the stage of high-speed growth to the stage of high-quality development. Since 2016, the new capacity of fertilizer industry has increased continuously, the industry market has been depressed, and the industry as a whole has been in a dilemma. In order to maintain the competitiveness of DQ Fertilizer Plant, we must start with strengthening human resources management, transforming the disadvantages of redundancy and inadequate working ability into the advantages of talent development, and improving the management level of grass-roots staff training is an effective way to promote the development of human resources potential. This paper takes DQ Fertilizer Plant grass-roots staff training management as the research object. Through the definition of the concept of training management and the introduction of related theories, this paper lays a theoretical basis for the follow-up research. Therefore, on the basis of the analysis of the current situation and characteristics of grass-roots staff training and management in DQ Fertilizer Plant, used the questionnaire method, carries on the thorough investigation to the grass-roots staff training management present situation, earnestly studies the grass-roots staff training management process each link. Through investigation, it is found that the training of grass-roots staff in DQ Fertilizer Plant in view of the existing demand analysis is mere form, the training plan lacks the goal orientation, the training project implementation solidifies, the training effect evaluation system is not perfect, the training achievement transformation lacks the mechanism and so on. To address the above problem, this paper in order to enhance the target and effectiveness of the training management of grass-roots employees and effectively improve the training of grass-roots employees in DQ Fertilizer Plant, five methods were put forward, including solid training needs assessment, formulation of long-term training plan for grass-roots employees, flexible organization of grass-roots employees' training implementation, improvement of training effectiveness evaluation system for grass-roots employees, and establishment of a mechanism for transforming training results for grass-roots employees. Training management level, promote the overall quality of grass-roots staff, enhance the soft power of enterprise talents,东北石油大学 MBA 学位论文 IV and promote the sustainable and healthy development of enterprises. Key words: DQ Fertilizer Plant; Grassroots staff; Training management东北石油大学 MBA 学位论文 V 目 录 摘要........................................................................................................................................ II ABSTRACT .............................................................................................................................. III 第 1 章 绪 论...........................................................................................................................1 1.1 选题背景...................................................................................................................... 1 1.2 选题目的和意义.......................................................................................................... 2 1.2.1 选题的目的....................................................................................................... 2 1.2.2 现实意义........................................................................................................... 2 1.3 国内外研究述评.......................................................................................................... 2 1.3.1 国外研究现状................................................................................................... 2 1.3.2 国内研究现状................................................................................................... 3 1.3.3 国内外研究评价............................................................................................... 3 1.4 研究内容与思路.......................................................................................................... 4 1.5 研究方法...................................................................................................................... 5 第 2 章相关概念及基础理论.....................................................................................................6 2.1 基层员工 ..................................................................................................................... 6 2.2 员工培训 ..................................................................................................................... 6 2.2.1 员工培训的定义............................................................................................... 6 2.2.2 员工培训的目的............................................................................................... 6 2.2.3 员工培训的意义............................................................................................... 7 2.3 培训管理 ..................................................................................................................... 7 2.3.1 培训管理的概念............................................................................................... 7 2.3.2 培训管理发展阶段........................................................................................... 7 2.3.3 培训管理的流程............................................................................................... 8 2.4 相关理论 ..................................................................................................................... 9 2.4.1 激励理论........................................................................................................... 9 2.4.2 学习型组织理论............................................................................................. 10 2.4.3 胜任力理论..................................................................................................... 11 2.5 本章小结 ................................................................................................................... 11 第 3 章 DQ 化肥厂基层员工培训管理现状..........................................................................12 3.1 DQ 化肥厂概况 ........................................................................................................ 12 3.1.1 DQ 化肥厂装置概况 ....................................................................................... 12东北石油大学 MBA 学位论文 VI 3.1.2 DQ 化肥厂组织机构 ....................................................................................... 12 3.1.3 DQ 化肥厂基层员工概况 ............................................................................... 13 3.2 DQ 化肥厂基层员工培训管理现状及特点 ............................................................ 15 3.2.1 基层员工培训管理现状................................................................................. 15 3.2.2 基层员工培训管理特点................................................................................. 16 3.3 DQ 化肥厂基层员工培训管理问卷调查 ................................................................ 17 3.3.1 调查问卷的设计............................................................................................. 17 3.3.2 调查情况......................................................................................................... 17 3.4 DQ 化肥厂基层员工培训管理存在问题 ................................................................ 17 3.4.1 基层员工培训需求分析流于形式 ................................................................. 17 3.4.2 基层员工培训计划缺少目标导向 ................................................................. 20 3.4.3 基层员工培训项目实施固化 ......................................................................... 22 3.4.4 基层员工培训效果评估体系不健全 ............................................................. 23 3.4.5 基层员工培训成果转化缺少机制 ................................................................. 23 3.5 本章小结 ................................................................................................................... 24 第 4 章 DQ 化肥厂加强基层员工培训管理的对策..............................................................25 4.1 扎实开展基层员工培训需求调查分析 ................................................................... 25 4.1.1 扎实开展培训需求调查.................................................................................. 25 4.1.2 认真进行调查结果分析.................................................................................. 26 4.2 完善基层员工培训计划 ............................................................................................ 26 4.2.1 制定中长期培训计划...................................................................................... 26 4.2.2 丰富年度培训计划内容.................................................................................. 27 4.3 灵活组织基层员工培训实施 .................................................................................... 28 4.3.1 认真做好培训前的准备工作 .......................................................................... 28 4.3.2 灵活组织培训实施.......................................................................................... 28 4.4 健全基层员工培训效果评估体系 ............................................................................ 29 4.4.1 认真进行培训效果信息收集 .......................................................................... 29 4.4.2 认真撰写培训项目评估报告 .......................................................................... 29 4.5 建立基层员工培训成果转化机制 ............................................................................ 30 4.5.1 建立基层员工培训成果转化的环境机制 ...................................................... 30 4.5.2 建立基层员工培训成果转化激励机制 .......................................................... 30 4.5.3 建立基层员工培训成果转化反馈机制.......................................................... 31 4.6 本章小结.................................................................................................................... 31 结 论.......................................................................................................................................32东北石油大学 MBA 学位论文 VII