从组织学习看企业培训

【作者】 郭维维；

【导师】 陈凌；

【作者基本信息】 浙江大学 ， 劳动经济学， 2002， 硕士

【摘要】 本文综合运用了组织学原理和管理学方法，以组织学习过程和企业培训之间的共同因素为基础，探讨建立在组织学习过程基础上的企业培训的特点。文章首先明确了组织学习和企业培训的概念及分析框架。然后通过理论和实例探讨组织学习同企业培训的共同基础、共同的关键因素。在此基础上，作者从组织学习过程的角度分析了企业培训应该具有的特点，并以此为依据从一个全新的视角探讨了企业培训不足问题，分析得出七点原因，并提出相应对策。论文的最后部分中，作者根据在前文的基础上，把理论应用实践中，建立了OTM度量纲要，从而为企业衡量培训状况，为企业找出培训不足的原因提供一点具有操作性的帮助。本文的实际意义在于从新角度为企业实施培训提供了找出企业培训中现存问题的方法，以及改进的思路。 文章的具体结构如下： 第一章为引言部分，重点阐述本文论题的意义，目前组织学习理论研究基础，本文的创新之处以及本文的研究框架。 第二章为组织学习的基本概念界定和分析框架综述，为下文的进一步讨论奠定组织学习理论方面的基础。 第三章为企业的基本概念界定、培训内容和衡量标准，同样是为进一步讨论奠定企业培训方面的基础。 第四章重点阐述组织记忆和信任。文章首先确定组织记忆的内涵，明确组织记忆同组织变革之间的关系，然后分析组织记忆和组织变革同组织学习过程、企业培训之间的关系。之后文章又确定“信任”的内涵及其同组织学习、企业培训之间的关系。 第五章阐述组织学习过程与企业培训之间的关系。本章在组织行为过程和策略过程的关系的基础上，依据组织学习的分析框架，探讨了企业培训在广度、深度、质量和数量方面应该具有的特征，并在此基础上分析了企业培训不足的原因。 第六章根据组织学习过程和企业培训的关系，建立OTM衡量纲要，并通过案例分析来说明理论的应用。更多还原

【Abstract】 This paper is intended to establish a bridge between the organizational learning (OL) theory and the training theory, and to analyze the relationship between OL process and training based on their common factors. First, by summarizing the OL and training theory, the article clarifies their definitions and analysis frameworks. On the base of that, the author finds two common factors and analyzes their links with OL and training both in theory and by cases. Then the author proves several characteristics of training in the perspectives of OL mainly by cases. And the author finds seven brand-new clues for the problems that enterprises do not have enough training and therefore, the ways to solve it based on those characteristics. At the end of this paper, it also offers a new tool, OTM (organizational training maturity), to measure the training’s status, hoping it can prove helpful for enterprises to find out shortages in their trainings. The paper contributes a new approach to find out shortages in training and a new way to think about it.The article’s framework and corresponding contents are as follows:Chapter 1 is an introduction. After a brief summarization of current research of OL, this chapter explains the meaning, the framework, and the originality of this paper.Chapter 2 is to clarify the definition and the framework of OL. Accompanied by chapter 3, it can give a support to the successive analysis.Chapter 3 is to clarify the definition and general measures of training.Chapter 4 has two parts. The first one concerns OM (organization memory), in which its meaning, components, and relationship with OL and training are explained. The second part concerns trust and its meaning and impact upon OL and training are explained.Chapter 5, following the principle of tactic subordinating process, shows the characteristics of scope, profundity, quantity, and quality of training from the perspective of OL. Then the author employs these results to find out several shortages in enterprise trainings.Chapter 6 offers a new tool for evaluating enterprise training and explains how to employ it by a case.更多还原