首页 > 资料专栏 > 论文 > 组织论文 > 绩效管理论文 > MBA毕业论文_于胜任力模型的石家庄市文广旅游局员工培训问题研究PDF

MBA毕业论文_于胜任力模型的石家庄市文广旅游局员工培训问题研究PDF

资料大小:1114KB(压缩后)
文档格式:PDF
资料语言:中文版/英文版/日文版
解压密码:m448
更新时间:2022/7/7(发布于河北)

类型:金牌资料
积分:--
推荐:升级会员

   点此下载 ==>> 点击下载文档


文本描述
组织员工培训是组织的整体绩效的提升以及组织的可持续发展重要保证,良好的 培训体系能够成为组织发展的助推器。政府部门作为行使公权力的公共部门,员工的 综合素质和能力直接关系着政府部门的行政效率以及公众的满意度,因此,要想提高 政府部门的行政效能就需要不断完善员工培训体系。石家庄市文广旅游局虽然建立了 相应的员工培训体系,但是其采用的仍是传统的培训模式,诸如培训需求分析流于形 式、培训内容缺乏针对性、培训方式单一以及培训效果评估不及时等问题层出不穷, 导致最终培训效果不理想。本文基于胜任力理论构建石家庄市文广旅游局员工的胜任 特征模型,明确员工胜任要素,进而有针对性的进行培训方案的设计与实施,不仅可 以发掘员工的潜能、培养独立创新意识以及提升员工工作主动性,而且对提升石家庄 市文广旅游局的行政效率和服务质量提升也具有重要的促进作用。 本文的主要研究内容包括四个方面:首先,明确了石家庄市文广旅游局员工培训 存在的问题,主要包括培训效果偏离预期目标现象严重、员工参与培训内在动力不足、 培训忽视了员工潜能的开发以及员工的培训满意度较低等四个方面;其次,石家庄市 文广旅游局员工培训存在问题的原因包括培训理念相对滞后、缺乏员工培训需求分 析、培训评估机制不健全以及基于胜任力的培训设计的缺乏等四个方面;再次,以调 查问卷和访谈数据为基础,通过因子分析得出石家庄市文广旅游局员工的19项胜任 特征要素,并将划分为的4个维度,主要包括岗位素质、工作环境生态、知识技能以 及个人能力等;最后,基于胜任力特征模型的员工培训目标、培训实施内容体系、培 训课程实施、培训成果转化以及培训效果评估等多方面对石家庄市文广旅游局员工培 训实施流程和保障措施进行了分析。 本文创新点是应用创新,从理论角度对基于胜任力员工培训进行了合理性分析, 构建了胜任特征模型,为组织员工培训内容的选择和方案的设计提供了理论依据,以 保证组织目标与培训目标的统一。 关键词:员工培训;胜任力;胜任特征;培训需求; III ABSTRACT Organizingemployeetrainingisanimportantguaranteefortheimprovementofthe overallperformanceoftheorganizationandthesustainabledevelopmentofthe organization.Agoodtrainingsystemcanbecomeaboosterfororganizationaldevelopment. Asapublicsectorthatexercisespublicpower,governmentdepartments'overallqualityand abilityaredirectlyrelatedtotheadministrativeefficiencyofthegovernmentdepartments andthepublic'ssatisfaction.Therefore,inordertoimprovetheadministrativeefficiencyof governmentdepartments,itisnecessarytocontinuouslyimprovethestafftrainingsystem. AlthoughtheWenguangTourismBureauofShijiazhuangCityhasestablisheda correspondingstafftrainingsystem,itstilladoptsthetraditionaltrainingmode,suchasthe analysisoftrainingneedsintheform,thelackofspecifictrainingcontent,thesingle trainingmethodandtheuntimelyevaluationoftrainingeffects.Theproblemsareendless, resultinginunsatisfactoryfinaltrainingresults.Basedonthecompetencytheory,thispaper constructsthecompetencymodelofthestaffofShijiazhuangCityCulturalandTourism Bureau,clarifiesthecompetencyfactorsofemployees,andthendesignsandimplements targetedtrainingprograms.Itcannotonlyexplorethepotentialofemployees,cultivate independentinnovationawarenessandenhanceemployees.Workinitiative,andalsoplay animportantroleinpromotingtheadministrativeefficiencyandservicequality improvementofShijiazhuangCityCulturalandTourismBureau. Themainresearchcontentsofthispaperincludethreeaspects:Firstofall,itclarifies theproblemsexistinginthestafftrainingoftheWenguangTourismBureauinShijiazhuang City,includingtheseriousnessofthetrainingeffectdeviatingfromtheexpectedtarget,the lackofinternalmotivationoftheemployeesparticipatinginthetraining,theneglectofthe developmentofthestaffpotentialandthelowsatisfactionoftheemployees'training. Secondly,thereasonsfortheproblemsinthestafftrainingoftheWenguangTourism BureauinShijiazhuangCityincludefouraspects:therelativelylaggingtrainingconcept, thelackofanalysisofstafftrainingneeds,thelackofasoundtrainingevaluation mechanism,andthelackofcompetency-basedtrainingdesign.Thirdly,thispaperstudies the19competingcharacteristicsofShijiazhuangWenguangTourismBureaustaff,andwill bedividedintofourdimensions,includingpostquality,workenvironmentecology, knowledgeskillsandpersonalabilities,etc.,withquestionnairesandinterviewdataas Fundamentalanalysis;finally,employeetrainingeffectivenessanalysis,trainingobjectives, trainingimplementationcontentsystem,trainingbasedoncompetencymodelThe IV curriculumimplementation,thetransformationoftrainingresultsandtheevaluationof trainingeffectswereanalyzedintheaspectsoftheimplementationprocessandsafeguard measuresofthestafftrainingofShijiazhuangCityCulturalandTourismBureau. Theinnovationofthispaperisapplicationinnovation.Therationalityanalysisbased oncompetencystafftrainingisconstructedfromthetheoreticalperspective,andthe competencymodelisconstructed.Itprovidesatheoreticalbasisfortheselectionoftraining contentandthedesignoftheprogram. KEYWORDS:StaffTraining;Competency;CompetencyCharacteristics;Training Needs; V 目录 摘要.........................................................................................................................................I Abstract...................................................................................................................................II 目录................................................................................................................................V 第一章绪论.........................................................................................................................1 1.1研究背景..................................................................................................................1 1.2研究意义..................................................................................................................2 1.3组织员工培训国内外研究现状..............................................................................3 1.3.1国外研究现状...............................................................................................3 1.3.2国内研究现状...............................................................................................5 1.3.3国内外研究评述...........................................................................................6 1.4研究内容与研究方法..............................................................................................7 1.4.1研究内容.......................................................................................................7 1.4.2研究方法.......................................................................................................7 1.5研究技术路线与创新点..........................................................................................8 1.5.1研究技术路线...............................................................................................8 1.5.2创新点............................................................................................................8 第二章组织员工培训基本概念与基础理论.....................................................................9 2.1员工培训与公务员培训..........................................................................................9 2.1.1组织员工培训................................................................................................9 2.1.2公务员培训....................................................................................................9 2.1.3公务员培训的构成要素..............................................................................10 2.1.4公务员培训的主要原则..............................................................................11 2.2胜任力与员工培训..............................................................................................12 2.2.1胜任力.........................................................................................................12 2.2.2胜任力模型.................................................................................................12 2.2.3员工培训中的胜任力要素.........................................................................13 2.3理论基础................................................................................................................13 2.3.1期望理论..................................................................................