本篇文章目录导航：
【题目】 【第一章】教育公司员工培训模式研究绪论
【第二章】员工培训相关概念界定及理论基础
【第三章】教育企业培训管理体系现状及问题分析
【4.1-4.2】充分展开培训需求调查分析
【4.3】采取多样化的培训方式
【4.4】丰富培训内容及资源支持体系
【4.5】加强培训效果评估与监督
【第五章】企业培训管理体系优化的措施保障
【参考文献】教育培训机构人力资源培训策略探讨结论与参考文献
摘 要
在现代化社会，企业之间的竞争日益激烈，企业要想获得更好地发展，必须重视企业培训的作用，必须致力于提高企业的人力资本水平。企业培训的主要目的是提高企业内部员工的专业知识素养、技能等，提升企业的整体人力资本水平，服务于企业的经营与发展战略目标。员工在企业培训中可以获得较大的精神满足，可以提升整体素质。
X 企业是一家专业的教育培训类型的企业，针对本企业内部员工自身的培训管理依然存在一定的问题，X 企业的员工流动率极高，吸引、培养优秀人才成为企业当前发展急需解决的问题，本文采用了比较分析法、统计分析法、文献分析法等多种研究方法，从不同角度对 X 企业的培训管理体系现状和存在的问题进行全面分析研究，对 X 企业的管理培训体系重新进行优化设计，提出了开展培训需求调查分析、采取多样化的培训方式、丰富培训资源支持体系、加强培训效果评估等对策，以及进行培训系统优化在组织、文化、制度、技术和资金等方面的保障措施，使培训课程更加具有针对性。
通过本文的调查研究，得出最重要的结论之一就是培训课程的设计应该遵循分类原则，依据不同岗位类别、不同职务类别、工龄等因素建立分类课程体系，使培训课程更加具有针对性，此外还从其他多个维度提出了完善 X 企业培训管理体系的优化对策，有利于提高企业自身的可持续发展能力和市场竞争力，对于市场中的其他类别的企业具有一定的参考借鉴意义。
【关 键 词】员工培训 培训管理体系 人力资源管理 人力资本
Abstract
In modern society, competition among enterprises is becoming more and more fierce. Ifenterprises want to achieve better development, they must pay attention to the role of enterprisetraining, and must be committed to improving the level of human capital. The main purpose ofenterprise training is to improve the professional knowledge, skills and skills of employeeswithin the enterprise, and to enhance the overall human capital level of enterprises, and to servethe strategic objectives of enterprise management and development. Employees can obtaingreater spiritual satisfaction in enterprise training, improve the overall quality, including thebusiness to enhance the ability, communication ability, language ability, enhance crisismanagement capability improvement; and enterprises through the organization of training caneffectively improve the competitiveness and influence. X enterprises have a very high turnoverrate of employees, and how to attract outstanding talents, train talents and retain talents hasbecome an urgent problem for enterprises to solve.
X company is a professional education and training for the type of business, the enterpriseinternal staff training management itself still exists some problems, X enterprise employee flowrate is extremely high, attracting and training talents to become the enterprise development theurgent need to solve the problem, this paper adopts comparative analysis method, statisticalanalysis method, a variety of research methods the literature analysis method, comprehensiveanalysis and research from the current situation of X enterprise training management system indifferent perspectives and problems in X enterprise management training system to optimize thedesign, put forward analysis, take a variety of training methods, enriching training resourcessupport countermeasure system and strengthen the training to carry out training needs surveyand the training system optimization measures in the organization, culture, system, technologyand other aspects of capital, make the training course More pertinent.
Through the research of this article, the design of the most important conclusion is one ofthe training course should follow the principle of classification, according to different jobcategories, different job categories, service and other factors in the establishment of classification system of curriculum, the training course is more targeted, in addition, from otherdimensions put forward the optimization countermeasures to perfect the training managementsystem of X company the sustainable development is conducive to improve the abilities ofenterprises and market competitiveness, has certain reference significance for other categoriesin the enterprise market.
【Key Words】Employee training Training management systemHuman resource management Human capital
目 录
1 绪论 .
1.1 研究背景
1.2 研究内容及意义
1.2.1 研究内容.
1.2.2 研究目的及意义.
1.3 文献综述
1.3.1 国外研究综述.
1.3.2 国内研究综述.
1.3.3 研究述评.
1.4 研究方法及技术路线图
1.4.1 研究方法.
1.4.2 技术路线图.
2 相关概念界定及理论基础 .
2.1 相关概念界定
2.1.1 员工培训.
2.1.2 培训管理体系.
2.1.3 人力资源管理.
2.2 理论基础概述
2.2.1 需求层次理论.
2.2.2 期望理论.
2.2.3 人力资本理论.
2.3 发达国家企业培训管理经验借鉴
2.3.1 注重企业人力资本投资.
2.3.2 日常性培训与个性化培训相结合.
2.3.3 多种培训模式相结合.
2.3.4 注重培训效能评价.
3 X 企业培训管理体系现状及问题分析 .
3.1 X 企业简介
3.2 X 企业培训管理体系现状
3.2.1X 企业员工基本情况
3.2.2X 企业培训现状
3.3 X 企业培训管理体系存在的问题
3.3.1 培训需求得不到充分满足.
3.3.2 培训方式不适宜.
3.3.3 培训内容不丰富.
3.3.4 培训效果评估与监督不到位.
4 X 企业培训管理体系优化设计 .
4.1 优化设计的思路和原则
4.1.1 设计思路.
4.1.2 设计原则.
4.2 充分展开培训需求调查分析
4.2.1 准确把握培训需求方向.
4.2.2 培训需求分析的实施步骤.
4.3 采取多样化的培训方式
4.3.1 积极拓展线下培训方式.
4.3.2 运用互联网+创新线上培训方式.
4.4 丰富培训内容及资源支持体系
4.4.1 丰富培训课程设计.
4.4.2 培训师资力量优化.
4.5 加强培训效果评估与监督
4.5.1 优化培训效果评估方法.
4.5.2 建立健全培训效果监督机制.
5 X 企业培训管理体系优化的措施保障
5.1 有力的组织制度保障
5.2 和谐的文化保障
5.3 先进的技术保障
5.4 丰厚的资金保障
