【作者】 李蓉；

【导师】 肖文；

【作者基本信息】 电子科技大学 ， 工商管理（专业学位）， 2014， 硕士

【摘要】 管理之道,惟在用人。人才是企业发展的根本,是企业的第一资源,也是企业最珍贵、最稀缺的资源,现代企业竞争归根到底是人才的竞争。如何能使得企业获得并长期拥有可用人才,是人力资源管理的重要研究课题之一。在宜宾移动公司,人才的培养和稳定主要依靠培训工作的开展。宜宾移动公司是通信行业,对于通信行业而言,对技术的依赖性很强,相应的,对人才的需求很大。而且,新技术和新业务的开发和使用在宜宾移动公司的发展中是频繁而常见的,所以在宜宾移动公司对人才的培训是必不可少的。宜宾移动公司近几年的员工培训工作,考虑了企业发展对于员工培养的要求,并结合企业的实际,制定了相应的企业培训的制度和流程规范。但是,宜宾移动公司近年来的员工培训工作忽视了对企业员工的分类,培训的计划安排是笼统的,只能满足企业发展的最基本要求,没有能在员工的发展和满意度上发挥应有的作用。本论文正是针对宜宾移动公司现行培训制度的缺陷,提出全新的培训优化方案,来提高宜宾移动公司培训工作的效果,并希望优化方案能在通信行业得到推广。本论文研究的出发点,是按照宜宾移动公司员工结构现状以及员工工作年限、岗位变化等方面,首先对员工进行分类,再根据分类对每类员工的培训需求、计划、实施、效果评估进行研究,形成切实可行的培训方案,使得宜宾移动公司的员工培训工作,真正成为企业发展的基础和动力。本文的研究思路是现状研究、找出问题、分析问题,最后解决问题。在研究的过程中,本文作者分别使用了问卷调查法、对比法和访谈法,最终通过归纳总结,得出针对不同类型员工制定的培训优化方案。本文的主要结论是作者将宜宾移动公司的员工分为新入职员工、持续在岗员工和在职转岗员工三类,并针对这三类员工制定出三种不同的培训方案,分别是:新入职员工培训方案、持续在岗员工培训方案和在职转岗员工培训方案。这三种培训方案的开发和使用,将使得宜宾移动公司的培训工作更加细致、贴近实际,既满足了企业发展对人才的需求,也满足了员工自身对培训的期望,使得宜宾移动公司的发展更加科学、稳定。更多还原

【Abstract】 The core aspect of management is how to use personnel. Qualified personnel determines the direction of enterprises’ development and it is the most precious and scarce resource for enterprises. Modern enterprises’ competition is talented persons’ competition in the final analysis. Therefore, one of the most important subjects of the research of human resource management is how to make enterprises obtain long-term talents.In China Mobile Communication Corporation, Yi bin Branch, training is the main way to bring up and stabilize talented persons. Communications industry depends on technology strongly and there is a great demand for talents in the industry. For China Mobile Communication Corporation, Yi bin Branch, the development and use of new technology is very important in its business, therefore, training job is absolutely necessary to it. In recent years, the staff training job of China Mobile Communication Corporation, Yi bin Branch has taken the requirement of enterprise’s development into consideration. Based on actual situation, Yi bin Branch has also formulated the corresponding enterprise training system and process specification. However, the classification of staff has been neglected and the training plans are general and coarse, which fail to paly roles in improving the staff and meet their needs.Consequently, this paper focuses on the defects of the current training system of Yi bin Branch and aims to propose some new plans under different conditions to improve the training effect and the author hopes these plans can be widely replicated and expanded in some other companies in the communications industry.According to the current staff structure, work experience and post changes, this paper first classifies the staff of Yi bin Branch, and then researches into its training needs, plans, implement and effect. Finally, training programs can be formed.The research approach of this paper is researching current situations, finding problems, analyzing problems, and finally solving problems.The method of questionnaire, antithesis and interview are used in the research process.In the end, prioritizational training programs are proposed by summarizing.The conclusion of this paper is: the author classifies the staff as new recruits, employees with work experience, and transferees form other positions inside the company. According to this classification, three different training programs are suggested as the most important conclusion of this paper, which are namely “training programs for new recruits”, “training programs for employees with work experience”, and “training programs for transferees form other positions inside the company”. The adoption of the three training programs will make the training job more detailed and practical, which would not only meet the needs of Yi Bin Branch for talents, but also meet the expectations of staff for their training. Thus, China Mobile Communication Corporation, Yi bin Branch will obtain a more scientific and stable development.更多还原