：我国经济正在从高速增长阶段向高质量发展阶段跨越，迫切 需要培育数量更多、活力更好、科技含量更高的市场主体，而科技型 企业无疑是其中的重要角色。对于科技型企业而言，知识型人才是核 心竞争力，也是企业保持自身活力的内在要求，在多个维度上加强员 工培训、提高员工新理念新技能、促使员工具备良好的创新能力，进 而才能够借助人才优势来提升企业在行业市场中的竞争实力。而要实 现这一目标，就需要在科学的培训理论指引下，深入查找、科学剖析 企业员工培训存在的不足和问题，进而制定出有针对性的培训对策， 通过不断完善培训举措、科学搭建培训体系、持续提高培训质量，确 保企业员工培训工作顺利开展且效果能够不断显现。 本文通过理论梳理、问卷调查、文献查阅、访谈座谈等，以深圳 市祈飞科技有限公司为研究样本，就技术型企业员工培训的一系列问 题展开了系统性研究。国内外现有的研究资料和研究成果开启了本研 究的思路，人力资本理论、成人学习理论、终身教育理论、培训满意 理论，尤其是以柯式模型和CIPP模型为代表的培训评估理论为本研 究奠定了理论基础；深圳市祈飞科技有限公司作为一家发展迅猛、富 有影响力、组织结构较为完善的科技型企业，在健全组织体系、优化 培训内容、设定培训目标、完善管理流程、落实培训预算等方面进行 了积极探索，为本研究提供了样本支撑。为确保研究深入准确，基于 CIPP模型设置了调查问卷，从企业员工中随即选择150人进行了调 II 查。调查结果分析显示，员工有接受培训的意愿，认为企业有较好的 培训环境，但现有培训没有很好契合自身培训需求；认为培训内容缺 乏实用性和针对性，期望增加实用性课程；认为培训方式比较单一， 无法满足多元的方式需求；培训信息收集与反馈机制有待完善。调查 结果反映了培训前的员工培训需求调查不深入，培训供需存在一定脱 节，培训计划执行力较差，培训保障不够规范有力，培训评估不够及 时科学等问题。通过深入分析这些问题产生的原因，深圳市祈飞科技 有限公司应采取有针对性的举措予以解决，主要包括做好培训需求调 查及分析、制定并严格执行培训规划，推动培训组织精准化；丰富培 训课程、师资、教学方式供给，提高培训供给科学性；强化培训的工 作手册编排、组织队伍保障、管理制度实施，监督机制建构，推动培 训管理制度化；通过培训前、中、后三个步骤的评估和各评估手段的 有序衔接，增强培训评估实效性。下一步，将继续搜集相关数据，加 强信息沟通反馈，结合相关理论重新审视自身的研究，力求对祈飞公 司乃至同类型的高科技企业员工培训提出更多的合理化建议。 关键词：深圳市祈飞科技有限公司；员工培训；培训评价；流程管 理 III RESEARCHONSTAFFTRAININGPROBLEMSAND COUNTERMEASURESOFSHENZHENQIFEISCIENCE ANDTECHNOLOGYCO.，LTD. ABSTRACT：China'seconomyismovingfromahigh-speed growthstagetoahigh-qualitydevelopmentstage.Anditisurgentto cultivatemoremarketsubjectswithmorequantity,bettervitalityand higherscientificandtechnologicalcontent,amongwhichthescientific andtechnologicalenterprisesundoubtedlyplayanimportantrole.For technology-basedenterprises,knowledge-basedtalentsarethecore competitivenessandtheinherentrequirementsforthecompanyto maintainitsownvitality.Onlybystrengtheningstafftraininginmultiple dimensions,improvingnewconceptsandskillsofemployees,and promotingemployeestohavegoodinnovationability,canenterprises improvetheircompetitivestrengthintheindustrymarketwiththehelpof talentadvantages.Toachievethisgoal,weneedtofindoutand scientificallyanalyzetheshortcomingsandproblemsinthetrainingof enterprisestaffundertheguidanceofscientifictrainingtheory,,andthen todeveloptargetedtrainingcountermeasures.Throughimprovingthe trainingmeasures,buildingthetrainingsystemscientificallyand improvingthetrainingqualitycontinuously,thetrainingworkcanbe carriedoutsmoothlyandtheeffectcanbeshowncontinuously. IV Inthispaper,throughthetheoreticalanalysis,questionnairesurvey, LiteratureReview,interviewsandsoon,takingShenzhenQifei TechnologyCo.,Ltd.astheresearchsample,aseriesofissueson employeetrainingintechnology-basedenterpriseshasbeen systematicallystudied.Theexistingresearchmaterialsandresultsat homeandabroadopenedthetrainofthoughtofthisresearch,human capitaltheory,adultlearningtheory,lifelongeducationtheory,training satisfactiontheory,inparticular,thetrainingevaluationtheory, representedbythecauchymodelandCIPPmodel,laysatheoretical foundationforthisstudyShenzhenQifeiTechnologyCo.,Ltd.asa fast-growing,influentialandrelativelyperfectorganizationalstructureof technology-basedenterprises,intheorganizationsystem,optimizethe trainingcontent,settrainingobjectives,improvethemanagementprocess, theimplementationoftrainingbudgetandotheraspectsofactive exploration,toprovidesamplesupportforthisstudy.Tomakesurethe researchisthoroughandaccurate,wesetupaquestionnairebasedon CIPPmodel,andthenselected150employeesfromtheenterpriseto carryoutthesurvey.Theanalysisoftheresultsofthesurveyshowsthat employeeshavethedesiretoreceivetraining,andtheythinkthatthe trainingenvironmentoftheenterpriseisbetter,buttheexistingtraining doesnotfittheirtrainingneedswell,andthatthetrainingcontentlacks practicalityandpertinence,theauthorexpectstoincreasethepractical V courses,thinksthatthetrainingmodeisrelativelysingleandcannotmeet theneedsofmultiplemodes,andthetraininginformationcollectionand feedbackmechanismneedstobeimproved.Theresultofthesurvey reflectsthatthesurveyoftrainingneedsofemployeesbeforetrainingis notin-depth,thereisacertaingapbetweentrainingsupplyanddemand, theexecutionoftrainingplanispoor,thetrainingguaranteeisnot standardizedenough,andthetrainingevaluationisnottimelyand scientific.Throughanin-depthanalysisofthecausesoftheseproblems, ShenzhenQifeiTechnologyCo.,Ltd.shouldtaketargetedmeasuresto solvethem,mainlyincludingdoingagoodjoboftrainingneedssurvey andanalysis,formulatingandstrictlyimplementingtrainingplans,to promotetheprecisionoftrainingorganizations;toenrichthesupplyof trainingcourses,teachersandteachingmethods,andtoimprovethe scientificnatureoftrainingsupplies;tostrengthenthecompilationof trainingmanuals,theOrganizationofteamsupport,theimplementation ofmanagementsystems,andtheconstructionofsupervisionmechanisms, promotethesystematizationoftrainingmanagementandenhancethe effectivenessoftrainingevaluationthroughthethreestepsofpre-training, mid-trainingandpost-trainingevaluationandtheorderlyconnectionof variousevaluationmethods.Inthenextstep,wewillcontinuetocollect relevantdata,strengtheninformationcommunicationandfeedback,and re-examineourresearchinconjunctionwithrelatedtheories,andstriveto VI makemorereasonablesuggestionsforthestafftrainingofQifeiandeven high-techcompaniesofthesametype. Keywords:ShenzhenQifeiScienceandTechnologyCo.，Ltd; Stafftraining;Trainingevaluation;Processmanagement; VII 目录 ABSTRACT..................................................................................................III 第1章绪论...........................................................................................1 1.1研究背景.......................................................................................1 1.2研究目的与意义...........................................................................1 1.2.1研究目的............................................................................1 1.2.2研究意义............................................................................2 1.3研究方法.......................................................................................2 1.4国外研究现状................................................................................34 1.5国内研究现状................................................................................4 1.5.1企业培训的作用研究综述...............................................4 1.5.2培训方式的发展研究综述................................................5 1.5.3培训评估的研究综述........................................................6 1.6论文框架结构...............................................................................1 第2章相关理论基础................................................................................1 2.1人力资本理论................................................................................1 2.2成人学习理论................................................................................1 2.3终身教育理论................................................................................2 2.4培训满意理论................................................................................3 2.5培训评估理论.......