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广电网络行业HR从业者培训需求分析—以G公司为例


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【摘要】

广电网络行业HR从业者培训需求分析—以G公司为例
随着知识经济的发展,广电网络行业发生巨大变化,企业面临更多的挑战的同时,也迎来前所未有的机遇。当企业需要多元的人才为企业发展提供动力时,对于人力资源管理的期待更高,要求也愈高。企业投入更多资源与关注在HR从业者培训中,然而,由于管理者对于培训开发管理认识仍处于初级阶段,往往忽视了培训需求分析,培训没有针对性和目的性。因此对于HR从业者培训效果不佳,员工满意度也较低。
本研究在以往培训需求分析研究成果上,以G公司为研究案例,通过文献资料及访谈法,获取行业及企业的信息;以培训需求分析三层次分析理论为基础,进行广电网络行业HR从业者的培训需求分析。在组织层面,通过文献资料及访谈法获得内外部信息,使用SWOT矩阵进行组织战略分析;在任务层面,根据文献资料获取19项胜任特征要素,对这19项初始胜任特征要素进行补充修正,利用层次分析法构建胜任力特征模型;在个人层面,在培训需求差距模型理论基础上,运用评估问卷分析员工个体胜任力差距,获取员工个人培训需求。最后将HR培训需求分析结果进行应用,根据培训要求设计G公司HR从业者培训方案。
本研究将培训需求分析理论及模型应用于培训实践中,为广电网络行业内其他企业的培训需求分析提供具有操作性的方法,帮助企业科学有效地甄别培训需求,推动HR从业者培训工作。
关键词:广电网络行业  培训需求分析  人力资源管理从业者  培训需求三层次分析
ABSTRACT
With the development of knowledge economy,the broadcast & television network industry has undergone tremendous changes, enterprises are facing more challenges, but also unprecedented opportunities.Companies need diverse talent for enterprise development to provide power, higher expectations for human resources management, requirements are also higher.Businesses to invest more resources and attention in HR practitioners the training, however, due to the development and management training for managers recognize still in its infancy, often overlooked training needs analysis, training, and there is no specific purpose. So for HR practitioners ineffective training, employee satisfaction is low.In this study, training needs analysis based on the results of previous studies. In G's case, through literature and interviews, access to industry and enterprise information.Base on the OTP mode,analyzing HR practitioners’ training needs.At the organizational level,using interviews and documentation obtained the internal and external information,then used SWOT for strategic analysis.At the task level,get 19 competency elements from the literature,then complements and modifies to the initial elements of competency,after that Analytic Hierarchy Process construct the Competency Model.At the personal level,base on the Training Needs Gap Model,using Assessment Questionnaire analysis individual employee competency gaps.Finally,designing Company G HR practitioners training programs based on training requirements.
In this study, training needs analysis and theoretical models used in practice,Providing a reference for other companies in the industry's training needs analysis,helping enterprises accurately identify effective demand, promoting HR practitioners training.
Key words: The broadcast & television network industry  Training needs analysis  Human resource management practitioners  OTP Mode

 

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