【作者】 张治国；

【导师】 孙卫敏；

【作者基本信息】 山东大学 ， 工商管理， 2009， 硕士

【摘要】 进入21世纪,我国施工企业面临的社会环境发生了巨大变化,尤其是面对的国内、外竞争日益加剧。现代企业的竞争,归根到底是人才的竞争。重视人力资源的培训与开发,在日益激烈的市场竞争中显得尤为必要和迫切。中国越来越多的企业已经意识到了员工培训在企业战略目标实施中的关键作用,把对员工的培训作为企业获取竞争优势的重要手段,提到了战略高度。从不重视培训与开发,到盲目加大培训投资,再到逐步开始反思培训的有效性,并从投资的角度做人力资源的培训工作,中国的企业走过了一个漫长的过程。如何更有针对性地建设员工的培训系统,已经成为企业越来越关注的焦点问题。SHEG公司是一家改制刚满3年、以高速公路建设为主要业务的集团化企业。目前,SHEG公司正面临着前所未有的宏观环境:为消除国际金融危机带来的影响,国家正在采取各种措施以拉动内需、刺激经济。其中,加大基础设施建设力度是一揽子计划中的重要一环。在这一有利契机下,SHEG公司业务快速发展,但人力资源匮乏、人员素质普遍不高的现状严重制约了公司的发展。本文的研究目的旨在通过一些定性和定量分析,发现SHEG公司在员工培训方面存在的不足,并有针对性地提出建议,为公司设计出一套行之有效的员工培训体系,以有效指导企业当前的员工培训工作,以提高现有员工的素质水平,满足企业发展对人才的需求。在阅读和研究了大量有关员工培训管理的文献资料基础上,本文运用文献研究法、比较研究法、数据分析法和分析归纳法等方法,对SHEG公司员工培训的现状进行了问卷调查、访谈和分析,查找出其员工培训现状的问题点,提出了SHEG公司应建立基于岗位任职资格的员工培训体系这一结论。围绕这一核心,本文从培训体系的设计原则、构成要素、构建基础、流程管理体系、组织保障体系和相关制度体系等方面进行了阐述,并提出了应建立员工培训文化、注重培训的软硬件建设、加强培训体系和其他人力资源管理模块的衔接三条建议。全文共分为五章:第1章为全文的绪论,主要阐述了本文的选题背景、研究目的、方法,框架与主要内容。第2章为相关理论回顾,主要对国内外员工培训的相关理论做了回顾,并针对其优缺点从不同角度做了简述。第3章为SHEG公司员工培训的现状与存在的问题,主要是通过问卷调查及个别访谈的形式,对员工培训的现状从多角度进行了信息收集与统计,并指出了当前员工培训中存在的问题。第4章为SHEG公司培训体系设计,主要是针对现状存在的问题,提出了SHEG公司应该建立的培训体系,并从体系的设计原则,流程管理体系、组织保障体系以及相关制度体系等方面加以阐述。第5章为结论与建议部分,主要阐述了作者对SHEG公司建立基于岗位任职资格的员工培训体系这一结论,同时还提出了建立员工培训文化、注重培训的软硬件建设、加强培训体系和其他人力资源管理模块的衔接三条建议。更多还原

【Abstract】 Construction companies in China have to adjust to new social environment in 21 Century, especially with the increasing pressure of competition from both domestic and overseas peers. The competition is in nature the one on human resources, which reveals the necessity and urgency of modern human resources training and draws more and more attention from company leaders. Chinese companies have gone through several stages in discovering the most suitable system for employee training; from no employee training to abusive investment for employee training, to reflections on effectiveness of training and adoption of the concept of investment in human resources training. The question for most companies now is how to design an efficient employee training system that suits best for the company need.SHEG as a group company that was restructured three years ago and focuses on highway construction, is facing great market opportunity since Chinese Government has the large scale infrastructure construction package for the purpose of driving Chinese economy. However the bottleneck for the development of SHEG right now is the lack of high quality human resources.The purpose of this study is to discover, through quantitative and qualitative analysis, the deficiency of current SHEG employee training and design an efficient and effective system to guide the employee training work and meet the growing human resources demand for SHEG.By using the study approaches such as documentation research methods, comparative research methods, data analysis and analysis of induction and on the basis of sorting related papers on employee training management and design, I have carried out questionnaire survey, interviews and analysis on current SHEG employee training practice to form my conclusion that SHEG needs to establish the employee training system based on qualification of job positions. Guided by this conclusion, this essay then goes into detail on designing principle, element, basis, practice system, process management and related system designing. Also three suggestions have been provided for the new system, on creating the employee training culture, on providing the training system with mental and physical support and on integrating employee training system and other human resources management work. This essay consists of five chapters. ChapterⅠis the introduction to my essay, including the background, research purpose, approaches and major contents.ChapterⅡmainly focuses on world employee training theories and analysis of advantages and limits from several perspectives of those theories.ChapterⅢdiscussed the status quo and major problems in current SHEG employee training through questionnaire survey and interviews with different employees.In chapterⅣI come to the establishment of the new training system for SHEG based on the analysis in chapter III and the essay goes into detail on designing principle, element, basis, practice system, process management and related system designing.ChapterⅤis mainly the conclusion and suggestions elaborating on the establishment of the employee training system based on qualification of job positions. Also three suggestions have been provided for the new system, on creating the employee training culture, on providing the training system with mental and physical support and on integrating employee training system and other human resources management work.更多还原