ZCC公司员工培训体系优化研究-工商管理专业论文.docx

山东理 山东理工大学研究生论文 摘要 I I 摘 要 根据人力资本理论，培训作为人力资本的一种投资，其回报率远大于对物质 资本的投资。对于国有企业来说，员工培训更是提高人力资源质量的主要途径。 ZCC 公司是中石化股份有限公司下属的一家企业，近年来面临的市场竞争日益严 峻。人力资源年龄结构和知识结构不合理、新增用工受到严格限制，大量人才要 通过企业培训获取。进一步改进公司的培训体系对实现公司战略目标具有重要意 义。 本文采用文献检索法、统计分析法、问卷调查法、访谈法，系统分析法，在 对 ZCC 公司人力资源现状以及培训现状深入分析的基础上，研究了 ZCC 公司的培 训体系在培训需求分析、培训方式、课程体系、培训效果评估、激励机制五个方 面存在的问题，并提出了 ZCC 公司员工培训体系的优化方案：一是从企业发展战 略、工作目标的要求和员工的发展需要出发分析员工培训需求；二是根据不同的 培训内容采取形式多样的授课方式，提高师生之间、学员之间的互动性；三是补 充和完善管理人员和专业人员的课程体系；四是建立培训效果的评估体系，并从 反应层、学习层、行为层、结果层进行多维度评估；五是健全培训的激励机制， 通过培训促进员工的职业发展。利用层次分析法对优化后的培训评估的结果表明， 对 ZCC 公司的培训体系优化是有效的。 本文的研究结合国有企业的特点，对于企业如何构建和优化培训体系，特别 是完善培训评估和激励机制，加速人才的内部培养具有现实和借鉴意义。 关键词：培训体系；柯氏四层次评估模型；AHP；培训效果 山东理 山东理工大学研究生论文 ABSTRACT II II ABSTRACT According to human capital theory, the returns on training, which is a human capital investment, are far more than those on physical capital investment. The main approach to improve the quality of human resources is employee training for the state-owned enterprises. As a subsidiary of Sinopec, ZCC Company faces an increasing marketing competition in recent years. A great need of people with high ability has to be met by enterprise training resulting from the unreasonable age structure and knowledge structure of human resource and strict limitation of new recruitment. Therefore, it is considerably important to make further improvement in ZCC Company’s training system from the strategic objective perspective. In this paper, several methods, including literature searches, data statistics, questionnaire survey and interview, and are taken to make a serious analysis about the current situation of human resource and training in ZCC Company. As a result of the research on the training system of ZCC Company which includes the following 5 aspects: analysis of training requirement, training methods, curriculum system, evaluation of training effect and incentive system, an optimization scheme of employee training system in ZCC Company is proposed. Firstly, analysis on employee training requir