：目前我国企业的很多培训都是无效和重复的，培训的投入与 产出不对等。企业重视培训，但是忽视培训的评估工作已经成为企业 员工培训有效性的重要制约因素。 本文以衡钢公司管加工分厂为例，采用了文献研究、统计分析、 图表分析、问卷调查、比较分析、案例分析等研究方法对管加工分厂 岗位培训效果进行分析评估。以系统化培训方法（SAT）和柯氏评估 模型为基础，对管加工分厂的岗位培训有效性现状进行了详细的分析 与探讨，指出了岗位培训工作有效性评估存在的问题以及产生问题的 原因，提出有效的解决方案，进一步改进分厂岗位培训效果评估工作， 从而真正达到提升岗位培训效果的目的。本文的主要内容由以下三部 分构成： ①衡钢管加工分厂岗位培训效果评估现状及存在的问题。本部 分通过对衡钢管加工分厂岗位培训基本情况介绍和岗位培训效果问 卷调查来分析衡钢管加工分厂岗位培训效果评估现状及存在的问题。 ②衡钢管加工分厂岗位培训效果评估存在问题的原因分析。本 部分结合衡钢管加工分厂岗位培训效果调查问卷以及实际访谈调研 的方法，从管理者对岗位培训效果评估工作重视程度、员工参与积极 性、岗位培训评估内容与方法、岗位培训评估体系设计和实施保障等 角度对岗位培训效果评估存在问题进行原因分析。 ③依据②的原因分析，针对衡钢管加工分厂岗位培训效果评估 II 工作的实际情况，提出改善岗位培训效果评估现状的策略，改进分厂 岗位培训效果评估体系。 本研究的主要意义在于，通过帮助衡钢管加工分厂建立完善的培 训效果评估体系，使之能够正确评判培训效果，检查评估培训项目的 优缺点，发掘新的培训需求，比较培训项目的利润和成本差异。为管 理层培训决策提供参考，对其他同类型企业也具有一定的参考和借鉴 作用。 关键词：岗位培训；系统化培训方法；柯氏评估模型； 培训效果评估 III STUDYONTHEIMPROVEMENTABOUT EFFECTIVENESSEVALUATIONOFPOSITION TRAININGINHENGGANGPIPEPROCESSINGMILL TangWei(MBA) DirectedbyXieHefeng Abstract：Atpresent,alotoftraininginChineseenterprisesis ineffectiveandrepetitive,andtheinputandoutputoftrainingarenot equal.Enterprisesattachimportancetotraining,butignoringthe evaluationoftraininghasbecomeanimportantfactorrestrictingthe effectivenessofenterpriseemployeetraining. Inthisthesis,takingHengGangcompany'spipeprocessingmillas anexample.Literatureresearch,statisticalanalysis,chartanalysis, questionnairesurvey,comparativeanalysis,casestudyandotherresearch methodswereusedtoanalyzeandevaluatetheeffectofpositiontraining inpipeprocessingmill.ThisthesisisbasedonSAT(systematicapproach oftraining)andtheKirkpatrickModel,aimatthesituationofposition trainingeffectivenessofpipeprocessingmillhascarriedonthedetailed analysisanddiscussion,pointsouttheproblemsexistinginthe effectivenessevaluationofthepositiontrainingaswellasthecausesof theproblems.Putforwardeffectivesolutions,furtherimproveposition trainingeffectivenessevaluationworking,soastotrulyachievethe IV purposeofimprovingtheeffectofpositiontraining.Thisthesisconsists ofthefollowingthreeparts: ①Thesituationandexistingproblemsofpositiontraining effectivenessevaluationinHengGangpipeprocessingmill.Thispartby meansofintroducingHengGangpipeprocessingmilltrainingbasic situationandmakingpositiontrainingeffectivenessquestionnairesurvey toanalysisthesituationandexistingproblemsofpositiontraining effectivenessevaluationinHengGangpipeprocessingmill. ②Analysisonthecausesoftheproblemsintheevaluationofthe trainingeffectivenessofHengGangpipeprocessingmill.Thispart combinedwithHengGangpipeprocessingmillpositiontraining effectivenessquestionnairesurveyandactualinterviewresearchmethod, throughthemanagers’attitudesonpositiontrainingeffectiveness evaluation,staffparticipationpositivity,positiontrainingevaluation’s contentandmethods,positiontrainingevaluationsystemdesignand implementationetc,analysisonthecausesoftheproblemsinthe evaluationofthepositiontrainingeffectiveness. ③Accordingtothereasonanalysisof②,aimattheactualsituation ofpositiontrainingeffectivenessevaluationinHengGangpipe processingmill,putforwardstrategiestoimprovethesituationof positiontrainingeffectivenessevaluationandthepositiontraining effectivenessevaluationsystem. V ThemainsignificanceofthisthesisistohelpHengGangpipe processingmilltoestablishasoundtrainingeffectivenessevaluation system,sothatitcancorrectlyevaluatethetrainingresult,reviewand evaluatethestrengthsandweaknessesoftrainingprograms,findnew trainingneeds,comparethedifferenceaboutprofitsandcostsoftraining programs.Itprovidesanexamplereferenceformanagementswhenthey makeatrainingdecision，italsohascertainreferenceandhelpforother similarenterprises. Keywords:positiontraining；systematicapproachoftraining； KirkpatrickModel；trainingeffectivenessevaluation 目录 摘要：..........................................................................................................I Abstract：.............................................................................................III 第１章绪论...........................................................................................1 1.1研究背景.....................................................................................1 1.2研究意义.....................................................................................2 1.2.1理论意义...........................................................................2 1.2.2实践意义...........................................................................2 1.3国内外研究综述.........................................................................3 1.3.1国外研究综述...................................................................3 1.3.2国内研究综述...................................................................5 1.4研究思路与方法.........................................................................6 1.4.1研究思路...........................................................................6 1.4.2研究方法...........................................................................7 1.5研究重点与难点.........................................................................8 1.5.1研究重点...........................................................................8 1.5.2研究难点...........................................................................8 1.6研究内容.....................................................................................8 第2章企业岗位培训效果评估的相关理论综述..............................10 2.1培训效果评估的概念...............................................................10 2.1.1岗位培训的概念.............................................................10 2.1.2培训效果的概念.............................................................10 2.1.3培训效果评估的概念.....................................................10 2.2培训效果评估的相关理论.......................................................11 2.2.1人力资本理论.................................................................11 2.2.2系统化培训方法.............................................................12 2.3培训效果评估的主要模型.......................................................12 2.3.1柯氏四级评估模型.........................................................12 2.3.2哈姆布林五级评估模型.................................................14 2.3.3菲利普斯五级投资回报率模型.....................................14 2.3.4考夫曼五层次评估模型.................................................15 2.4培训效果评估模型比较研究与选取.......................................15 第3章衡钢管加工分厂岗位培训效果评估诊断分析......................18 3.1衡钢管加工分厂简介及其人力资源概况..............................18 3.1.1衡钢管加工分厂简介.....................................................18 3.1.2衡钢管加工分厂组织结构.............................................19 3.1.3衡钢管加工分厂培训概述.............................................20 3.2衡钢管加工分厂岗位培训效果评估现状调查分析..............24 3.2.1衡钢管加工分厂岗位培训效果评估调查及统计分析24 3.2.2衡钢管加工分厂岗位培训效果评估现状概况............29 3.3衡钢管加工分厂岗位培训效果评估存在的问题及原因分析 ..............................................................................................................31 3.3.1衡钢管加工分厂岗位培训效果评估问题分析............31 3.3.2衡钢管加工分厂岗位培训效果评估存在问题的原因分 析...........................................................