I 摘要 随着市场竞争的不断加剧，企业生存与发展的难度不断增加。环境的变化对企业 经营管理提出了新的要求，人力资源逐渐成为企业最重要的一项战略性资源，人力资 源开发已经成为企业最重要的一项工作，培训也因此成为企业日常管理的核心环境。 铁路企业是我国最具代表性的大型国有企业之一，在新的发展形势下，人力资源也得 到了铁路企业的充分重视，特别是以党员干部为主的员工的培训更是人力资源管理的核 心所在。目前，铁路企业的员工培训呈现出内容多样化、广度与深度不断提升的发展趋 势，对企业人力资源管理也提出了更高的要求，而培训效果的评估分析也成为培训工作 的重要内容之一，只有确保了满意度调查的科学性与有效性，才能更加全面、准确地 了解培训结果，为员工培训提供更加科学、可靠的依据，为培训内容的优化和改进奠 定良好基础，从而提高铁路企业的人力资源管理水平，为企业快速稳定发展提供充分有 效的人力资源支持。针对这一问题，本文综合运用理论分析和实践经验，在大量查阅 相关理论成果与文献资料的基础上，对培训效果评估问题开展系统性研究分析，为具 体实践提供科学指导。 本文首先对课题研究的背景和意义进行分析论述，进而明确研究目标和具体内容， 确定相应的思想框架与研究方法。具体从理论与现实两个层面出发，基于培训效果评 估的内容及形式设计研究所用的调查问卷，以培训主管单位、主办方、培训目标等为 调查研究对象，对其认知与看法进行收集和整理，从而明确影响培训效果评估、满意 度评估等工作科学性与准确性的具体因素，并对其影响作用进行深入研究分析，提供 更加科学合理的评估方案，以此提升铁路企业员工的整体培训质量和效果。通过本课 题研究，期待能够为铁路企业员工培训提供更加科学的方案，能够兼顾上级管理目标、 企业发展需要以及员工自身发展需要，确保培训方案、培训内容的科学性与有效性， 为科学完善的铁路企业培训制度奠定良好基础。 关键词：员工；培训效果；指标构建；模糊综合Abstract II Abstract With the increasing competition in the market, the difficulty of survival and development of enterprises is increasing. The change of environment also puts forward new requirements for the management of enterprises. Human resources have gradually become one of the most important strategic resources of enterprises, and the development of human resources has become the most important work of enterprises. As a result, training has become the core environment for day-to-day management of enterprises. Railway enterprises are one of the most representative large-scale state-owned enterprises in China. Under the new development situation, human resources have also been paid full attention to by railway enterprises. Especially, the training of party members and cadres is the core of human resources management. At present, the The training of managers presents the trend of diversification in content, increasing in breadth and depth, and puts forward higher requirements for human resources management in enterprises, and the evaluation and analysis of training results has also become one of the important contents of training work. Only by ensuring the scientific and effective of the satisfaction survey, can we get a more comprehensive and accurate understanding of the training results, provide a more scientific and reliable basis for the training of managers, and lay a good foundation for the optimization and improvement of the training contents, Thus improve the level of human resources management for the rapid and stable development of railway enterprises to provide sufficient and effective human resources support. In view of this problem, this paper summarizes In combination with theoretical analysis and practical experience, on the basis of a large number of relevant theoretical achievements and literature, a systematic study and analysis on the evaluation of training effects is carried out to provide scientific guidance for specific practice. In this paper, the background and significance of the research are analyzed and discussed, and then the research objectives and specific contents are clearly defined, and the corresponding ideological framework and research methods are determined. From the two aspects of theory and reality, based on the content and form of training effect evaluation, the questionnaire used in the research is designed, and the research object is training competent units, organizers, training objectives, etc. To collect and sort out their cognition and views, so as to clarify the specific factors that affect the scientific and accuracy of training effect evaluation, satisfaction evaluation, and so on, and to carry on in-depth research and analysis to its influence function. To provide a more scientific and rational assessment program Improve the overall training quality and effect of management personnel in railway enterprises. Through this research, we look forward to providing a more scientific program for the training of managers in railway enterprises, taking into account the objectives of higher management, the development needs of enterprises and theAbstract III development needs of managers themselves, and ensuring the training programme, The scientific and effective contents of the training lay a good foundation for the scientific and perfect training system of railway enterprises. Key Words: administrative staff; training effect; index construction; fuzzy integrated evaluatio目录 IV 目录 第 1 章 绪论.........................................................................................................................................................1 1.1 研究背景.............................................................................................................................................1 1.2 研究目的与意义...............................................................................................................................3 1.3 研究内容.............................................................................................................................................3 1.4 研究方法及思路...............................................................................................................................4 1.4.1 研究方法................................................................................................................................4 1.4.2 研究思路及结构框架........................................................................................................4 1.5 研究的创新之处...............................................................................................................................6 第 2 章 国内外研究现状.................................................................................................................................7 2.1 相关概念的界定...............................................................................................................................7 2.1.1 培训的相关概念.................................................................................................................7 2.1.2 培训人员的满意度研究...................................................................................................9 2.2 培训效果及评估...............................................................................................................................9 2.3 培训效果评估模型及影响因素分析.......................................................................................10 2.4 培训效果评估指标体系构建.....................................................................................................12 第 3 章 运用的理论基础与方法................................................................................................................14 3.1 相关理论基础..................................................................................................................................14 3.1.1 人力资本理论....................................................................................................................14 3.1.2 终身学习理论....................................................................................................................14 3.1.3 成人学习理论....................................................................................................................15 3.2 相关统计方法...........