我国企业培训管理系统研究
摘要
在科技发展迅速推动生产力提高的年代，企业的竞争在于人才的竞争，而人才的竞争在于他们知识与智慧的较量。因此，企业只有不断的学习新知识、培训新技能，才能在各种竞争中保持优势。企业兴衰的历史和现实证明：受过培训的员工懂得如何利用新技术，而无知的员工则是新技术的牺牲品。这是因为无论多么充裕的资金和多么先进高效率的设备都是由人去管理和使用的。因此，培训企业员工是增加企业人力资源的关键。
企业培训管理系统是人力资源管理大系统中的一个子系统。即培训管理系统必须要与企业的工作分析、员工考核、绩效评估、薪酬与岗位异动等系统紧密联系起来。企业培训管理系统必须坚持“以人为本”这个中心，紧紧抓住“需求分析” 与“效果评估”这两个基本点。只有这样，企业培训才能使员工获到长足的进步并不断为企业创造价值，才能使企业在竞争中不断壮大并向前发展，最后实现企业与员工双赢的终极目的。
本文共分为五章。第一章是本文的重点，论述了企业培训需求的含义、特点与原则，在分析培训需求的来源及其原因的基础上，指出了培训需求分析的途径与方法。第二章阐述了培训资源的严格管理与制度保证是培训实施的有力保证。第三章介绍了企业培训实施的各种方式与方法。第四章也是本文的重点，主要阐明了企业培训评估的概念及其重要意义，指出培训评估中必须坚持的原则与标准，并论述了进行培训评估的不同方法。第五章介绍了我国企业培训过程中出现的各种问题并进行了详细分析，从而提出了其相应的对策。
In the times of productivity being promoted by the development of science and technology , the competition of enterprise dependent on the one of talent that rely on the contest of knowledge and wisdom. Thus, the only way for a enterprise to keep the advantage in all these contests is keeping on absorbing new knowledge and training new skill. The history and reality of enterprise' s ups and downs show that trained employees know how to take advantage of new technique as no trained employees were victim of it. That is because no matter how abundant the funds are and how advanced and high efficiency the equipment are , it was used and managed by man at the end. Hence, training of employees is the key for promoting of human resource for a enterprise.
The system of enterprise training and management is a subsystem of human resource management system. That means the system of enterprise training and management is closely connected with the systems of job analysis, employees assess, performance evaluation, salary and job change. The system must insist on the core of foundation of people and grasp two basic points of analysis of demand and performance evaluation. Thus, by training employees can acquire the great process and create the value for enterprise and to keep a enterprise strengthening continually and developing, at last reach the goal of success of both parts of a enterprise and employees.
This book is divided into five chapters. The first chapter is the key of the article discussing the meanings, characteristic and principle of enterprise training. It point out the approach for demand analysis of enterprise training that is based on analyzing the origin and reason of training demand. The second chapter is discussing that the strict management and assurance of system is a .strong guarantee of implementing of enterprise training. The third chapter is introducing the different
ways of implementing of enterprise training. The fourth chapter is also a key of the article. It is mainly discussing the concept of evaluation of enterprise training and its significant meaning. It indicate that the principle and standard must be insisted on in the training evaluation as well as the different ways of it. The fifth chapter is discussing all kinds of problems in the process of enterprise training in our country and bringing forward the relevant countermeasures according to these problems after detailed analyzing.
企业培训管理系统是人力资源管理大系统中的一个子系统。即培训管理系统必须要与企业的工作分析、员工考核、绩效评估、薪酬与岗位异动等系统紧密联系起来。企业培训管理系统必须坚持“以人为本”这个中心，紧紧抓住“需求分析” 与“效果评估”这两个基本点。只有这样，企业培训才能使员工获到长足的进步并不断为企业创造价值，才能使企业在竞争中不断壮大并向前发展，最后实现企业与员工双赢的终极目的。
本文共分为五章。第一章是本文的重点，论述了企业培训需求的含义、特点与原则，在分析培训需求的来源及其原因的基础上，指出了培训需求分析的途径与方法。第二章阐述了培训资源的严格管理与制度保证是培训实施的有力保证。第三章介绍了企业培训实施的各种方式与方法。第四章也是本文的重点，主要阐明了企业培训评估的概念及其重要意义，指出培训评估中必须坚持的原则与标准，并论述了进行培训评估的不同方法。第五章介绍了我国企业培训过程中出现的各种问题并进行了详细分析，从而提出了其相应的对策。
In the times of productivity being promoted by the development of science and technology , the competition of enterprise dependent on the one of talent that rely on the contest of knowledge and wisdom. Thus, the only way for a enterprise to keep the advantage in all these contests is keeping on absorbing new knowledge and training new skill. The history and reality of enterprise' s ups and downs show that trained employees know how to take advantage of new technique as no trained employees were victim of it. That is because no matter how abundant the funds are and how advanced and high efficiency the equipment are , it was used and managed by man at the end. Hence, training of employees is the key for promoting of human resource for a enterprise.
The system of enterprise training and management is a subsystem of human resource management system. That means the system of enterprise training and management is closely connected with the systems of job analysis, employees assess, performance evaluation, salary and job change. The system must insist on the core of foundation of people and grasp two basic points of analysis of demand and performance evaluation. Thus, by training employees can acquire the great process and create the value for enterprise and to keep a enterprise strengthening continually and developing, at last reach the goal of success of both parts of a enterprise and employees.
This book is divided into five chapters. The first chapter is the key of the article discussing the meanings, characteristic and principle of enterprise training. It point out the approach for demand analysis of enterprise training that is based on analyzing the origin and reason of training demand. The second chapter is discussing that the strict management and assurance of system is a .strong guarantee of implementing of enterprise training. The third chapter is introducing the different
ways of implementing of enterprise training. The fourth chapter is also a key of the article. It is mainly discussing the concept of evaluation of enterprise training and its significant meaning. It indicate that the principle and standard must be insisted on in the training evaluation as well as the different ways of it. The fifth chapter is discussing all kinds of problems in the process of enterprise training in our country and bringing forward the relevant countermeasures according to these problems after detailed analyzing.
引文
1、廖泉文著《人力资源管理》同济大学出版社1991
2、廖泉文主编《人力资源开发和管理研究》同济大学出版社1998
3、廖泉文主编《人力资源发展系统》山东人民出版社2000
4、王婷主编《21 世纪人力人才资源开发利用管理全书》(二)中国物价出版社1999年
5、关培兰、刘学元《如何做培训》大连理工大学出版社2000
6、苏伟伦主编《部属培训要诀》中国纺织出版社2001
7、《经理人》杂志2001年~2001．7
8、《销售与市场》杂志1999年~2001．7
9、《人力资源管理》(美)加里·德斯勒著 刘昕 吴雯芳等译 中国人民大学出版社1999
10、《为21世纪做准备》(英)保罗·肯尼迪著 何力译 新华出版社1994
11、《管理人员发展和培训手册》(英)内纳·德泰勒(美)戈登·利皮特合编 陈金淼译 清华大学出版社1987
12、《培训员工赢得竞争》(英)诺里·吉利兰著张 译商务印书外宾馆国际有限公司1999
13、《培训金典》傅浙铭编著广东经济出版社1998
14、《培训人才八步曲》(美)汤姆·W·戈特著 郭宇峰 郭镜明译 上海人民出版社1998
15、《现代成人教育实践》马尔科姆·诺尔斯著 蔺延梓译 人民教育出版社1989
16、http://www.astd. org American Society for Training and Development
17、http://www.trainingforum.com Interactive Training ,Inc.
18、http://www.aipt.org Association for International Practical Training
19、http://www.appt.com Advanced Practical Thinking Training
20、http://www.bdtc.com Business Development& Training Center
21、http://www.tasl.com Education, Training and Development Resource Center
2、廖泉文主编《人力资源开发和管理研究》同济大学出版社1998
3、廖泉文主编《人力资源发展系统》山东人民出版社2000
4、王婷主编《21 世纪人力人才资源开发利用管理全书》(二)中国物价出版社1999年
5、关培兰、刘学元《如何做培训》大连理工大学出版社2000
6、苏伟伦主编《部属培训要诀》中国纺织出版社2001
7、《经理人》杂志2001年~2001．7
8、《销售与市场》杂志1999年~2001．7
9、《人力资源管理》(美)加里·德斯勒著 刘昕 吴雯芳等译 中国人民大学出版社1999
10、《为21世纪做准备》(英)保罗·肯尼迪著 何力译 新华出版社1994
11、《管理人员发展和培训手册》(英)内纳·德泰勒(美)戈登·利皮特合编 陈金淼译 清华大学出版社1987
12、《培训员工赢得竞争》(英)诺里·吉利兰著张 译商务印书外宾馆国际有限公司1999
13、《培训金典》傅浙铭编著广东经济出版社1998
14、《培训人才八步曲》(美)汤姆·W·戈特著 郭宇峰 郭镜明译 上海人民出版社1998
15、《现代成人教育实践》马尔科姆·诺尔斯著 蔺延梓译 人民教育出版社1989
16、http://www.astd. org American Society for Training and Development
17、http://www.trainingforum.com Interactive Training ,Inc.
18、http://www.aipt.org Association for International Practical Training
19、http://www.appt.com Advanced Practical Thinking Training
20、http://www.bdtc.com Business Development& Training Center
21、http://www.tasl.com Education, Training and Development Resource Center
© 2004-2018 中国地质图书馆版权所有 京ICP备05064691号 京公网安备11010802017129号 地址：北京市海淀区学院路29号 邮编：100083 电话：办公室：(+86 10)66554848；文献借阅、咨询服务、科技查新：66554700 |