【作者】 刘阳；

【导师】 唐旗；

【作者基本信息】 电子科技大学 ， 工商管理硕士（专业学位）， 2020， 硕士

【摘要】 智能化、信息化、5G化已经是这个时代潮流的趋势所在,互联网时代已经逐步让各行各业变成“红海”市场。针对日益严峻的商业竞争、企业竞争和市场竞争的环境,人力资本的重要性变得尤为突出。只有当企业的人才战略行之有效,企业的长远发展,才能有夯实的根基。企业之间的竞争表面上是综合实力的比拼,但是归根结底的是人力资本的竞争。毫无疑问,培训是为人力资本增值的有效途径与手段。企业培训对于树立员工的正确意识,增加员工的知识技能,激发员工的工作主动性,拓宽员工的全球视野有着积极地促进作用。然而,现今社会的大多数企业的培训工作仍然不完善,培训以课程为中心,以培训师为中心的现象十分常见,培训体系的开发与搭建相对落后,缺乏明确的培训目标与受训对象,培训流程混乱不清,培训工作流于形式。不完善的培训体系,不仅不能有效地建立企业的员工能力素质模型,也不利于快速地提升企业的核心竞争力,甚至对企业的战略发展埋下阻碍因子。本文的研究对象——AZP公司,隶属于世界500强安联集团,其核心业务是道路救援业务与金融保险业务,专长于家居健康服务,道路救援服务和旅游保险等服务领域。随着AZP公司业务的多元化进程,不断深耕中国市场。企业对于人才的综合素质能力提出了更高的需求。传统老式的人才培育模式已经无法满足现阶段的发展,公司需要全新的,且科学合理的培训体系。本文基于相关的培训理论,以及前沿的培训理念,通过查阅文献、与中高层管理者面对面访谈等方式,结合理论研究与实证研究的方法,将理论阐述和现实案例相结合,探讨AZP公司培训体系中的关键问题点、缺失点和欠妥之处,并基于问题进行分析与诊断,找到了该公司培训体系不完善的根本原因,并制定了相应的优化方案,通过逐一优化培训需求分析、培训计划、培训实施与监管、培训评估、培训管理制度以及培训保障体系六大环节,使AZP公司有了一套科学合理的员工培训体系。通过此次优化研究,不仅成功优化了AZP公司的员工培训体系,还为AZP公司的人力资源培训管理实践工作提供了一些有价值的参考,并对我国外资企业和金融保险行业的培训体系发展提供了些许借鉴意见。更多还原

【Abstract】 Intelligentization,informatization,and 5G are the trends of this era.The competition among industries is fierce.In the increasingly fierce market competition,human capital has become particularly important.Only when the enterprise’s talent strategy is effective,the enterprise’s long-term development can have a solid foundation.The surface of competition among enterprises is the competition of comprehensive strength,but in the final,it is the competition of human capital.There is no doubt that training is an effective way to add value to human capital.Training is aimed at establishing correct awareness of employees and increasing their knowledge and skills.Meanwhile,the training promote employees’ initiative,broaden employees’ global vision.However,the training of most enterprises is still imperfect.Training is centered on courses and trainers.The construction of training systems is relatively backward and lack of clear training goals and agenda.Both of training process & training work-flow is confusing.An imperfect training system not only fails to effectively build an enterprise’s employee competence and quality model,it is also not conducive to rapidly improving the company’s core competitiveness,and even lays an obstacle to the company’s strategic development.The research object of this article is AZP company,which belongs to the Allianz Group,is one of the world’s top 500 companies.AZP company provides roadside assistance services.With the continuous development of AZP business.The higher demands for talents was raised.The traditional training model can no longer meet the development request,and the company needs a new,scientific and reasonable training system.Based on the relevant training theory and the latest training concepts,this article combines theoretical research and empirical research methods through literature review,face-to-face interviews with middle and senior managers,and links theoretical explanations with real cases to explore the key problems,shortcomings,and imperfections in the training system,it was analyzed and diagnosed based on the problems,and the root cause of the company’s imperfect training system was found,and corresponding optimization plans were formulated.It covered training plan,training implementation and supervision,training evaluation,training management system andtraining guarantee system,it have enabled AZP to have a scientific and reasonable staff training system.Through this optimization study,not only successfully optimized the employee training system of AZP company,but also provided some valuable references for AZP company’s human resource training management,and shared some suggestions for foreign-funded enterprises and financial insurance industry in China.更多还原