对我国人力资源培训问题分析.docVIP

对我国人力资源培训的问题的分析 The analysis about the training on human resources in our country 摘要：人力资源培训是各组织为了能够使得员工能够不断更新知识，提升工作能力，保持持续竞争力而采用的以补习，进修等方式进行的训练和培养。尤其是新经济时代的今天，员工培训已经成为现代组织人力资源管理的重要组成部分。本文主要研究我国人力资源培训的现状和存在的问题以及解决的对策，进一步完善我国组织的人力资源培训工作。 Abstract: human resource training is the organization in order to make staff constantly update knowledge, improve work ability, remain competitive and use in remediation, in the form of education and training and develop. Especially in the new economy era today, employee training has become a modern human resources management an important part of organization. This paper studies the status quo of human resources training in our country and the existing problems and solving countermeasures, further perfect our country human resources training work of the organization. 关键词：人力资源培训，问题，对策 Keywords: human resources training, problems, countermeasures 一、前言 The preface 　　 管理理论先后经历了从19世纪末和20世纪初的古典管理理论，其中最具代表性的是泰勒的科学管理理论和亨利·法约尔的组织管理理论。1920年以后，管理理论又从行为管理理论演化为以经济人假设为主要内容的组织行为理论。1930到1970，人性的假设由原来的经济人假设演化为社会人假设以及后来的自我实现人假设了。1970年以后，科学技术飞速发展，知识信息都已惊人的速度发展传播，知识经济时代已经到来。 The management theory has experienced from the late 19th and early 20th century classical management theory, one of the most representative is Taylors scientific management theory and method of Henry Joel organization management theory. After 1920, the evolution of management theory and management theory from the behavior of economic man supposition as the main content of the theory of organization behavior. 1930 to 1970, human nature hypothesis of economic man supposition evolution from original man hypothesis for the society and later self-realization assumption. After 1970, rapid development of science and technology, information has been spread at an alarming rate development, the knowledge economy era has arrived. 随之而来的全球化，信息化也促使管理理论开始崇尚以人为本的管理理念。所谓以人为本，就是把人看做是第一资源，是组织的核心和成功的关键。组织的发展和成功离不开一支优秀的人力资源队伍，而员工培训是组织人力资源开发与利用的最卓有成效的方法。科学合理的员工培训不仅可以提升劳动生产