【作者】 张海涛；

【导师】 唐贵瑶；

【作者基本信息】 山东大学 ， MBA（专业学位）， 2020， 硕士

【摘要】 随着新技术的持续出现和年轻中产消费者群体的崛起,新零售开始诞生并迅速成为零售业乃至整个社会的热点话题。新零售背景下,我国传统零售企业向“新零售”商业模式转型升级已经成为不可逆的发展趋势,必须尽快从运营团队、供应链体系、技术开发、场景营销等多方面建立一套适应新零售时代特点的战略发展体系。人力资源是基础保障,只有快速培养一批适应新零售发展的人才,才能在激烈的市场竞争中立于不败之地。银座集团已有20多年的发展历程,原有的人力资源培训体系已经无法完全匹配现阶段的发展要求。本研究论文,将对银座集团的企业情况、人力资源现状进行系统性分析,在此基础上,结合人力资源培训理论,采用问卷调查法、文献法、访谈法等方式,围绕银座集团人力资源培训体系的现状和问题分析,提出优化思路、优化策略和保障措施,为银座集团的战略转型升级提供人才保障。本文分为六个部分:第一部分为绪论,阐述本研究的背景与问题,目的与意义,研究的思路与方法,研究内容以及预期创新点;第二部分为企业培训管理的相关理论研究与文献综述,重点阐述了战略人力资源培训开发与设计相关理论,并为后续研究提供了充分的理论指导;第三部分为企业的基本情况与培训体系现状及问题分析,结合企业目前所处的外部环境、内部环境和发展方向,分析企业人力资源现状,分析培训体系现状及问题,明确了银座集团培训体系存在的五大突出问题:培训目标定位缺乏战略性、培训需求和调查分析缺乏专业性、培训形式缺乏创新性、培训资源挖掘缺乏深度性、培训管理缺乏专业性,为后续优化人力资源培训体系打下重要基础;第四部分是人力资源培训体系优化设计方案,在综合第二部分理论研究与文献综述与第三部分人力资源培训体系现状及问题分析的基础之上,首先从优化培训的前提条件、优化设计原则和优化目的三个方面提出培训思路,其次从培训计划、培训形式、培训资源、培训制度、培训机构五个方面确定优化策略,其中重点制定了培训需求分析过程、中高层管理人员研讨培训形式、离退休人员培训资源挖掘、成立培训共享中心等具体操作流程;第五部分为从争取高层管理人员的支持、提高薪资水平、加快组织变革、建立监督机制四个方面提出人力资源培训体系优化的保障措施;第六部分为研究结论及展望。更多还原

【Abstract】 With the continuous emergence of new technology and the rise of young middle-class consumers,new retail began to emerge and quickly become a hot topic in the retail industry and even the whole society.Under the background of new retail,the transformation and upgrading of traditional retail enterprises to new retail business model has become an irreversible development trend.It is necessary to establish a set of strategic development system to adapt to the characteristics of the new retail era from operation team,supply chain system,technology development,scene marketing and other aspects as soon as possible.Human resources are the basic guarantee.Only by rapidly training a group of talents to adapt to the development of new retail,can we be invincible in the fierce market competition.Ginza group has developed for more than 20 years,and the original human resource training system can not fully match the current development requirements.This research paper will make a systematic analysis of the enterprise situation and the current situation of human resources of Ginza group on this basis,combined with the theory of human resources training,using the methods of literature,interview,etc.,around the analysis of the current situation and problems of the human resources training system of Ginza group,put forward optimization ideas,optimization strategies and guarantee measures,which are the strategies of Ginza group Transformation and upgrading provide talent guarantee.This paper is divided into six parts:the first part is the introduction,which analyzes the background and problems,purpose and significance,research ideas and methods,research content and expected innovation points;The second part is the related theoretical research and literature review of enterprise training management,focusing on the development and design theory of strategic human resource training,and provides sufficient theoretical reference for the follow-up research.The third part is the analysis of the basic situation of the enterprise and the current situation and problems of the training system.Combined with the current external environment,internal environment and development direction of the enterprise,it analyzes the current situation of the human resources of the enterprise,analyzes the current situation and problems of the training system,and clarifies the five outstanding problems of the training system of Ginza group:the lack of strategic orientation of training objectives,the lack of training needs and investigation and analysis Specialization,lack of innovation in training forms,lack of depth in training resource mining and lack of professionalism in training management lay an important foundation for the follow-up optimization of human resource training system;The fourth part is the optimization design scheme of the human resource training system,based on the theoretical research and literature review of the second part and the analysis of the current situation and problems of the third part of the human resources training system,this paper puts forward the training ideas from three aspects:the precondition,the principle and the purpose of optimizing the training,and then determines the optimization strategies from five aspects:the training plan,the training form,the training resources,the training system and the training mechanism.The fifth part puts forward the guarantee measures for the optimization of human resource training system from four aspects:striving for the support of senior management,improving the salary level,speeding up the organizational reform and establishing the supervision mechanism.The sixth part is the conclusion and prospect.更多还原