新就业形态政策下S速运鹤岗分公司快递员培训优化研究

【作者】 王洋；

【导师】 宋国学； 张广秋；

【作者基本信息】 黑龙江大学 ， 工商管理（专业学位）， 2024， 硕士

【摘要】 持久的经济发展要以内需作为发展的基本动力,以终端消费拉动经济增长,就要保障物流畅行。作为物流体系的终端服务提供者,快递员的技能水平和整体形象直接影响了寄件人或者潜在消费者对企业的信任程度和自身的品牌形象。本文以S速运鹤岗分公司为研究对象,以学习型组织理论、成人学习理论和四层次评估模型理论等为理论基础,结合当前该公司概况以及快递员实际状况,对该公司快递员目前的培训需求分析、培训课程、培训师资队伍和培训效果评估等方面进行分析。以问卷调查法和访谈法对S速运鹤岗分公司现状进行调查和分析,了解该公司快递员培训现状,发现当前对快递员的培训存在缺乏培训需求分析、培训课程内容与形式不匹配、培训师资队伍单一和培训效果评估不够科学完善等问题,同时进行了原因分析。包括企业性质导致管理层面不够重视员工培训,快递员培训意识相对薄弱和培训缺少相应的保障措施阻碍了培训活动的实施。根据公司实际情况和快递员的具体状况,提出新就业形态政策下S速运鹤岗分公司快递员培训优化策略:首先要做好快递员的培训需求分析,在此基础上对培训课程进行优化,包括授课内容和学习形式,使之符合实际需求。在培训师资队伍上,拓宽培训讲师来源并建立管理模式。培训效果评估方面,提出阶段性考核并与激励制度结合。最后,提出从制度、文化、组织和资源四个方面对S速运鹤岗分公司快递员培训活动的实施进行保障,进而得出该公司在进行培训优化后,公司的运营状况和员工的个人发展都将得到提升的结论。更多还原

【Abstract】 Lasting economic development to domestic demand as the basic driving force for development,to end consumption to drive economic growth,we must ensure that the logistics flow.As the terminal service provider of the logistics system,the skill level and overall image of the courier directly affects the sender or potential consumers of the enterprise’s degree of trust and its own brand image.This paper takes S Express Hegang Branch as the research object,takes the theory of learning organization,adult learning theory and four-level assessment model theory as the theoretical basis,combines the current situation of the company as well as the actual situation of the courier,and analyzes the analysis of the current training needs of the company’s courier,the training course,the training of the teaching staff and the evaluation of the training effect and other aspects.Questionnaire survey method and interview method on the S Express Hegang branch of the status quo investigation and analysis,to understand the company’s courier training status quo,found that the current training of courier training there is a lack of training needs analysis,The training course content and form do not match,training faculty single and training effect assessment is not scientific and perfect and so on,and at the same time carried out the analysis of the reasons.Including the nature of the enterprise led to the management level does not pay enough attention to staff training,courier training awareness is relatively weak and the lack of corresponding training safeguards hinder the implementation of training activities.According to the actual situation of the company and the specific situation of the courier,put forward the new employment pattern policy S Express Hegang branch courier training optimization strategy: first of all,we must do a good job in the courier training needs analysis,on this basis on the optimization of the training course,including the content of the lecture and learning form,so that it meets the actual needs.In the training faculty,broaden the source of training instructors and establish a management model.In terms of training effect evaluation,it proposes stage-by-stage assessment and combines it with incentive system.Finally,it is proposed that the implementation of courier training activities in S Express Hegang Branch be guaranteed from four aspects: system,culture,organization and resources,which leads to the conclusion that the company’s operational status and employees’ personal development will be improved after the training optimization.更多还原