【作者】 李平；

【导师】 母小勇；

【作者基本信息】 苏州大学 ， 课程与教学论， 2014， 硕士

【副题名】以苏州园区某制造企业培训为例

【摘要】 21世纪,人类社会步入崭新的知识经济时代,人们的素质和技能成为知识经济的先决条件。对企业而言,要提高竞争力,必须将持续的人力资源开发培训作为一个重要的手段。随着中国制造业的发展,越来越多的企业意识到人力资本已经成为企业最重要的资本。结构化的在职培训(OJT)即(Structured On-the-Job Training,缩写为S-OJT)是在工作场所或接近工作场所的地点由有经验的雇员、有计划地培养特定工作能力的过程。结构化的在职培训体系(S-OJT)是适合制造企业特别是生产及专业技能岗位使用的一种培训方法。因此,对于制造企业来说,通过构建一个结构化的在职培训体系来有效地提高员工的技能熟练水平和对企业的认同感,对提高企业的竞争力和向心力有着重要的意义。本文通过培训与教育的对比引出在职培训的概念、在职培训理论的回顾以及其与人力资本、人力资源发展的关系。接着文章阐释了结构化的在职培训的含义,分析了无计划的在职培训与结构化的在职培训之间的区别,并详细阐述了建立结构化的在职培训体系的过程即确定培训需求、分析要学习的工作、培训S-OJT讲师、制定培训模块、实施培训方案、对培训结果进行评估等步骤。笔者以个案研究的形式,介绍了苏州园区某制造型企业实施结构化在职培训的详细过程,并分析了该企业S-OJT培训的存在的问题,给制造企业实施S-OJT提供了参考。通过对制造业的概念、制造业所面对的问题和制造业培训存在的困难的分析的基础上,文章提出来了S-OJT培训对制造业培训的重要性；通过分析了我国制造业在职培训现状和存在的问题,笔者提出了构建结构化的在职培训(S-OJT)对我国制造型企业的重要意义,文章最后从转变观念、培训流程结构化以及建立企业文化等方面对我国制造型企业的在职培训提出一些对策和建议。更多还原

【Abstract】 In the21st century, human society has entered a new era of knowledge economy, inwhich people’s qualities and skills are prerequisite for economic profitability. Forenterprises, to improve competitiveness, they must maintain sustainable human resourcedevelopment and training as an important tool. With the development of China’smanufacturing industry, an increasing number of companies have realized that humancapital has become the companies’ most important capital. Structured on-the-job training(S-OJT) is the planned process of developing competence on units of work by having anexperienced employee train a novice employee at the work setting or a location that closelyresembles the work setting. S-OJT systems are particularly suitable for manufacturingenterprises. Therefore, for manufacturing enterprises, building a structured on-the-jobtraining system will effectively improve the skill level of workers and the corporateidentity, thereby improving competitiveness and cohesion of significance.In this paper, the introduction of the concepts of training and education leads to jobtraining, job training theory and its relationship with human capital: human resourcesdevelopment. Next the article elaborates on the meaning of structured on-job-training,differentiates between unstructured on-the-job training and structured on-the-job training,and elaborates on the process of establishing a structured on-the-job training system:identifying training needs and intended learning outputs, training the S-OJT instructor(s),developing training modules, implementing training programs, and taking steps to assessthe results. The author uses real-world case studies to demonstrate in detail the process of amanufacturing enterprise in Suzhou Industrial Park implementing structured on-the-jobtraining and to analyze the company’s S-OJT training challenges, providing a reference forfuture manufacturing enterprises to implement S-OJT. Based on the analysis of theproblems and difficulties of manufacturing training and the introduction of conceptmanufacturing industry, the article raises the importance of S-OJT for training in themanufacturing industry. By analyzing China’s current job training problems in manufacturing, the author offers perspective on the importance of constructing a structuredjob training (S-OJT) for China’s manufacturing enterprises. Finally, it puts forward somecountermeasures and suggestions from the aspects as changing perspective, structuredtraining process and the establishment of corporate culture and other aspects of on-the-jobtraining of manufacturing enterprises.更多还原