【2018年最新整理】变压器厂员工培训研究毕业论文.docxVIP

摘要知识经济时代的最大特征是形成了人力资源的概念，劳动再次超越资本成为价值增值的主要源泉。“人”作为企业的核心竞争力，其人力资本的增值是企业效益的主要来源。随着科学技术的迅猛发展和劳动生产率的极大提高，劳动密集型企业逐渐减少，企业不仅需要具有高等教育背景的技术、管理人才，而且需要具有娴熟操作技能的员工。因此，对企业来讲，人力资源开发战略与管理离不开培训体系的建立，只有做好员工培训工作，使员工的自身价值不断“增值”，就不会因员工素质低下而导致企业竞争力减弱的被动局面。随着市场经济体制以及全球经济一体化时代的到来，我国企业遇到了前所未有的机遇和宽广的发展空间，但随之而来的市场竞争也明显加剧。众所周知，市场竞争愈演愈烈，但最根本上的竞争是人才的竞争和团队的竞争，企业的长期生存和发展壮大，离不开人这一重要的资源。正因为如此，所有企业都意识到了人才的重要性，越来越多的企业更加重视人力资源的管理和开发工作。;因此，如何培训自己的员工，有效提升员工队伍的整体素质，形成一支稳定的、高素质的员工队伍来保障企业健康、持续的发展，是企业领导人解决员工培训的首要任务。本文通过对变压器厂的员工培训问题研究发现了以下方面存在问题：培训评估方面、培训系统性方面、培训时间安排及培训内容的针对性等，并分别提出相应的解决对策，期望能对变压器厂员工培训体系的构建和人力资源战略形成起到一定的参考和借鉴作用。关键词：培训，问题诊断，改进措施The Problems and Solutions inthe StaffTraining of Transformer factoryAbstract：The most striking feature of knowledge economy age is the formation of theconcept of human resources.Labor,which exceeds capitals,becomes the main sourcefor rise in value once again.With“humans”as its core competitive power,the mainsource for enterprise profits comes from a rise in the value of its human resources.With the quick development of science and technology and the great increase of laborproductivity,the number of labor-intensive businesses will gradually decrease.In thiscase,an enterprise does not only need technical and managerial talents with goodeducation,but also technicians with high operational skills.Therefore,in an enterprise,the strategies for tapping and managing the human resources are closely related to theestablishment of its training system.Only when the training of employees is wellcarried out and employees increase their own values constantly,will the passivesituations not occur that the competitive power of an enterprise declines as a result ofthe decrease of the qualities of its employees. Along with themarket economy and the era of global economic integration, and the coming of economic globalization，theenterprises in our country meet unprecedented opportunities and wide development space，butthe following market competition obviously intensifies. As we all know, C