【作者】 李峰；

【导师】 龙立荣；

【作者基本信息】 华中科技大学 ， 工商管理， 2012， 硕士

【摘要】 为支持企业人才战略，用好、培养好现有人才，实现企业战略目标和持续发展，以ZD集团人才培养与梯队建设为研究课题，希望开拓人才培养领域的定量分析，对促进国内相关企业人才培养工作有所启迪。本研究采用定量分析和定性分析相结合的方式，是在管理实践的基础上进行的ZD集团人才培养与梯队建设的方案，同时也是一个验证性研究。主要包括三大模块的研究：人才测评——后备骨干培养——培养效果评估。①人才测评：量表、调查、访谈、测评及行为面试相结合；②人才培养：通过建立培养小组、建立培训档案、培训、导师带徒、挂职锻炼、任务及体验相结合的培养方式提高后备骨干员工的技能、绩效等方面；③培养效果评估：职业发展档案、360度评估、关键员工流失率、对照组定量及定性分析。结果表明：人才培养工作达到了一定的预期效果，共计93名后备骨干留存在人才库。关键员工的流失率得到了一定的控制，人才库的成员使用率也能达到预期的效果，成员的绩效考核相对于人才库外的员工确实有一定的优势：工作业绩与贡献度、工作态度、工作行为、部门配合满意度这四个维度的分数均高于对照组，在实际的工作中，他们的业务能力和人际沟通能力也得到了普遍的肯定。在以后的人才培养战略中，将选择更为适合的人才测评方式；在新员工的培训上做一些新的改进；推进职业生涯规划体系；尝试企业外部培训的方式；改善培养模式，增加培养方式的多样性，如职业模拟、分级选拔、职务轮换、案例评点等方式；推进集团人力资源战略从成本中心向利润中心转化。更多还原

【Abstract】 This research is based in the personnel cultivation and echelon construction of ZDGroup, in order to support for the enterprise talent strategy and developing thequantitative analysis in talent training field to realize the target of the whole enterprisestrategy and sustainable development.The quantitative and qualitative analysis were used in this verification research, inthe practice of management based on ZD Group of the talent training and echelonconstruction scheme. Mainly includes three modules of researches: talentassessment——talent training scheme——evaluation of talent training.①Talentassessment: scales, investigation, surveys and behavioral interviews.②Talent trainingscheme: kinds of training skills were used in order to improve the performance of talentemployees, such as establishing training group, training files, relevant courses,supervisors, management training, task training, short-term experience etc.③Evaluationof talent training: several evaluation skills were used, such as training files,360degreeevaluation, key staff turnover, quantitative and qualitative analysis between experimentalgroup and control group. Several conclusions were drawn：firstly,93talents are reservedand most of them are treasured as key staff. The members of the talents achieved thedesired target. Secondly, key staff turnover was declining. Thirdly，performance oftalents were better than the control group.The four dimensions（work performance andcontribution to the work；attitude；work behavior； satisfaction of other departments）scores of performance assessment were higher than the control group. The businessability and interpersonal communication ability of the talents also got the generalappreciation.In the next phase of talent training and echelon construction, several improvementapproach will be put into use:①Suitable personal assessment.②Career planning system. ③Enterprise external training.④Improve training mode and increase the diversity ofthe training mode, such as professional simulation; grading selection system; rotationtraining; case investment etc.⑤Cost center to profit center transformation of Humanresources。更多还原