I 摘要 随着我国经济快速发展，保险行业发展进第四个阶段，疫情突发也推动了保险 行业快速转型。建立科学、系统、高效的培训体系，加大对员工培养的投入，促进 业务的增长，从持续长久发展中提升公司竞争力给保险行业培训工作提出新挑战。 该文以H公司辽宁分公司新人岗前培训体系为研究对象，从现行的新人培训体 系入手，分析该公司新人培训体系存在的问题及其背后的原因，找出存在着在培训 组织架构不合理、教学流程不标准、教材内容不完善、讲师管理体制不全面、管理 保障不全面等问题，在对应发现的问题的基础上提出了优化措施，为H公司新人培 训体系升级提供帮助。希望该文的研究可以为其他公司培训体系的改进有所依据。 该文共计六个章节，绪论是第一个章节，阐述了选题的背景，研究的意义以及 国内外最新的文献综述，结合国内外研究发展的成果明确了文章的思路及所选用的 研究方法。第二章是对相关概念和涉及的基础理论进行了介绍，解析了保险行业的 一些相关名词，根据保险公司营销员培训的特征选取并介绍了系统型学习理论、情 景学习理论和分布式认知理论，同时回顾了三要素模型、CIPP评估模型和柯氏的要 点。第三章是介绍H公司辽宁分公司新人培训体系的现状，通过问卷调查、深入访 谈等方法分别从培训组织、培训教学、培训教材、培训讲师和培训管理五个方法的 现状做了详细的描述，为后续章节提供了大量的依据。在第四章就H公司现有培训 体系现状就理论进行分析发现了五个方面的问题，并且找出问题背后的根本原因是 因为总分公司管理制度的影响、管理层缺乏现代的管理意识、领导层对培训的关注 不够以及培训相关者主导思想陈旧四个方面的原因。第五章提出优化措施的原则并 从五个方面给予了建议。在培训需求模型建立中运用三要素模式理论对三个层次的 需求调研提出了明确的要求确保培训的目标性和有效性。在培训评估模型的建立结 合两个模型将H公司新人培训体系评估分为三个阶段：培训前评估(CIPP 模型的情 景和输入评估)、培训中评估(CIPP 模型的过程评估)和培训后评估(柯式评估模型的 四个层次)。确保是全面了解培训效果是否有效转化到实际的工作中的重要途径，检 验培训目的是否达成，帮助培训工作者总结培训的得失。 总之在H公司新人培训体系全面升级的特殊时期，该方案的提出可加快项目落 实，并解决了升级前突出的问题，巩固了培训体系的理论基础，让H公司的培训体 系更加的科学、合理。同时其他公司可以引以为据，让培训工作更有意义。 关键词：新人培训 培训体系 培训需求 Abstract II Abstract With the rapid development of China's economy, China's insurance industry has entered the fourth stage of development. The sudden appeared COVID-19 has also pushed the insurance industry into a period of rapid transformation. The following demands has proposed new challenges to the training work of the insurance industry： the establishment of a scientific, systematic and efficient training system, increase investment in staff training, promote business growth, and enhance the company's core competitiveness from sustained and long-term development. This paper takes the newcomer training system of Liaoning Branch of H company as the research object. From the perspective of current new training system, this paper has analyzed the problems existing in the new training system of Liaoning Branch of H company and the reasons behind them. We find that the problems existing in the training organization structure is unreasonable, the teaching process is not standard, the teaching material content is not perfect, the lecturer management system is not comprehensive. On the basis of the corresponding problems, this paper puts forward the optimization measures, which provides guidance and help for the upgrading of the new training system of H company. It is hoped that this study can provide some basis for the improvement of training system of other companies in the industry. There are six chapters in this paper. In the first introduction chapter, we described the background of the topic, the significance of the research and the latest literature review at home and abroad. Combined with the research and development results at home and abroad, it defines the ideas and research methods of the paper. In the second chapter, we introduced the related concepts and basic theories, analyzed some related terms of the insurance industry, selects and introduced the systematic learning theory, situational learning theory and distributed cognitive theory according to the characteristics of the insurance company's salesman training, and we also reviewed the three element model, CIPP evaluation model and Koch's main points in this chapter. In the third chapter, we introduced the current situation of the training system of Liaoning Branch of H company. Through questionnaire survey, in-depth interviews and other methods, it makes a detailed description of the current situation of the training organization, training teaching, training materials, training instructors and training management, which provides a lot of basis for the subsequent Abstract III chapters. In the fourth chapter, we analyzed the current situation of H company's training system and found out five problems, and found out that the root causes behind the problems are the influence of the head office and branch company's management system, the lack of modern management consciousness of the management, the insufficient attention of the leadership to the training, and the outdated leading ideology of the training stakeholders. The fifth chapter puts forward the principles of optimization measures and gives suggestions from five aspects. In the establishment of training demand model, the theory of three elements mode is used to put forward clear requirements for three levels of demand research, so as to ensure the goal and effectiveness of training. In the establishment of training evaluation model, combined with two models, the evaluation of H company's new training system is divided into three stages： pre training evaluation (scenario and input evaluation of CIPP model), in training evaluation (process evaluation of CIPP model) and post training evaluation (four levels of Cauchy evaluation model). Ensure is an important way to fully understand whether the training effect is effectively transformed into the actual work, test whether the training purpose is achieved, and help the training workers summarize the gains and losses of training. In a word, in the special period of the overall upgrading of the new training system of H company, the proposal of the current proposed optimization scheme can speed up the implementation of the project, and have solutions to the outstanding problems before upgrading, consolidate the theoretical basis of the training system, and make the new training system of H Company more scientific and reasonable. At the same time, it can be used as a reference for other companies in the industry to make the training more meaningful. Keywords： Newcomer training Training system Training demand 目 录 IV 目 录 摘要 ........ I Abstract ... II 第1章 绪 论 ........................ 1 1.1 选题背景和研究意义 .............................. 1 1.1.1 选题背景 ........ 1 1.1.2 研究目的和意义 ........................... 2 1.2 文献综述 ................... 2 1.2.1 国外培训理论研究综述 ............... 3 1.2.2 国内培训理论研究综述 ............... 4 1.3 研究内容和研究方法 .............................. 5 1.3.1 研究内容 ........ 5 1.3.2 研究方法 ........ 6 第2章 相关概念及基础理论 7 2.1 相关概念界定 ........... 7 2.1.1 培训、培训体系的内涵 ............... 7 2.1.2 其他名词解析 8 2.2 相关理论基础 ......... 10 2.2.1 系统型培训理论 ......................... 10 2.2.2 学习型组织理论 ......................... 10 2.2.3 情景学习理论 ............................. 11 2.2.4 分布式认知理论 ......................... 11 2.2.5 混合学习理论 ............................. 12 2.3 相关模型理论 ......... 13 2.3.1 三要素模型理论 ......................... 13 2.3.2 CIPP培训评估模型理论 ............. 14 2.3.3 柯式四级培训评估模型 ............. 14 2.4 本章小结 ................. 15 第3章 H公司辽宁分公司新人培训现状 ......... 16 3.1 H公司辽宁分公司简介 ......................... 16 目 录 V 3.1.1 H公司辽宁分公司组织架构 ...... 16 3.1.2 H公司辽宁分公司新进人员现状 ............................. 17 3.2 H公司辽宁分公司新人培训体系的现状 .................... 19 3.2.1 培训组织现状 .............