【作者】 李剑飞；

【导师】 曾国平；

【作者基本信息】 重庆大学 ， 行政管理， 2007， 硕士

【摘要】 随着企业之间竞争的日趋激烈,人力资源成为企业赢得竞争优势的关键所在,企业员工培训发挥着重要作用,并成为企业发展的战略性要求。在我国由于培训评估活动远远滞后于实践,从而大大降低了企业员工培训的效果。目前,国内文献多是借鉴国外的培训评估理论研究国有企业,立足于民营企业实际进行研究的较少。由此,本研究立足于培训评估理论与重庆市民营企业人力资源管理和开发实践相接合,通过科学的实证分析找出重庆市民营企业培训评估问题之所在,从而提出对重庆市民营企业发展有针对性的对策。本研究通过文献分析、问卷调查、访谈、比较分析等方法对民营企业员工培训及培训评估现状、员工培训评估满意度调查基础上,得出以下结论:第一,民营企业开始重视培训并逐步投入培训,但尚处于初级阶段,缺乏科学性、系统性和组织培训的经验,无评估方法,基本未做成本分析,还带有一定的盲目性;第二,认为民营企业的培训评估缺乏系统性,评估层次较低,方法单一,量化指标较少,流程体系尚未健全;第三,员工普遍对企业实施的培训评价较不满意;对不同性质企业,不同类型及不同学历员工对培训评估的系统设计,培训评估的指标设置,培训评估的方法选择,培训评估的时机选取进行了比较;第四,针对重庆市民营企业培训评估的现状,依据方向性原则、相符性原则、可靠性原则、实用性原则、连续性原则、客观性原则等六条评估原则,在建立有效实施培训评估的制度保证基础上,包括高层管理者加大对培训的支持力度;提高评价人员素质,调动评价主体的积极性;进行效果评价可行性分析;构建合理的指标体系;建立评价效果反馈机制;创建学习型组织,科学合理的进行培训评估的流程设计。更多还原

【Abstract】 With the competition between enterprises, human resource becomes a key to that enterprises acquire the competition advantages and employee training grows into the strategic requirement of enterprise development with playing important roles gradually. 1n China, training evaluation is so lag to practice that reduces the training effects. Now, the domestic papers which study in the OE enterprise referring to the foreign thesis and lack the theory of the enterprise, especially lack the study about the training evaluation theory of quantity study. Therefore, based on the practice of HRM in enterprises in Chongqing and the demonstrational analysis, this thesis fords the training evaluation problem in the middle-small enterprises. The last, the thesis gives the training evaluation solutions. Based on the scientific methods of society investigation, the thesis studied the above problems and gives the conclusion.1. Private enterprises began to take training into account and dive into it step by step, but still at the elementary stage lacking of scientific and systemic methods, experience of training, without assessment methods, basically cost analysis, within certain blindness as well.2. Training evaluation of private enterprise is lacking of systemic methods, and assessment level is low, assessment methods are simplex. There are a few quantitative indicators, and flow system has not been perfect by now.3.Employees are generally not satisfied with training evaluation carried out by enterprises very much; as to enterprises with different types, has taken system setup, indicators setup, methods choosing and occasion choosing of training evaluation about different types and different academic staff into comparison.4.As to the state of training evaluation of private enterprises in Chongqing, according to six assessment principles such as direction, consistent principles, reliability principles, practical principles, the principle of continuity, objectivity, based on establishing the institution guarantee for training assessment with effective implementation, including senior managers increase support for training, improve the quality of personnel in charge of evaluation, mobilize the enthusiasm of the principal part for evaluation, carry out the feasibility analysis for effect Evaluation, Construct reasonable target system, establish feedback mechanisms for effect evaluation, create a learning organization, implement scientific and rational process design for the training assessment.更多还原