绿城集团员工培训与职业发展实施方案

【作者】 王宝伟；

【导师】 周磊； 曹雪琴；

【作者基本信息】 郑州大学 ， 管理学， 2004， 硕士

【摘要】 市场经济在中国虽然还处于起步阶段，但许多企业已纷纷提出实现企业的可持续发展、建设“百年老店”的目标，通过对企业发展中遇到的问题的分析，可以看到，在企业的发展过程，员工整体素质的高低，特别是管理人员素质的高低，对企业的发展将会起到决定性作用。 培训是提高员工素质的一个根本的方法，培训的重要性越来越受到企业的重视，但对于如何开展培训工作，绝大多数企业还没有一个好的解决办法。企业用了很多的时间，花了很多钱，请名师或将员工送到外面进行培训，但往往员工参加培训的积极性不高，培训的效果不大，这就成为了企业管理者的困惑。本文的写作目的，就是要通过对绿城集团的培训与员工职业发展现状分析，为企业提供一整套解决培训与员工的职业发展的具体方案，从而为打造绿城集团高素质的员工队伍，实现企业的可持续发展提供人力保障；同时，对其它企业培训工作的开展，也会具有普遍而现实的作用。 本文的创新点主要集中在第二章、第三章和第四章，具体表现在： 1．建立严密的培训体系。通过培训的组织体系、培训师体系、课程体系、教材体系、保障体系的建设来保障企业培训工作的开展，特别是组建企业的案例教材体系来开展培训的方法，还没有得到绝大多数企业的重视和开发，本文在此方面进行了较全面的阐述，进出了新颖的解决办法。 2．在培训的实施中，传统的培训只注重课堂教学，本文的观点是不仅要进行课堂教学，同时还要注重在实践中的培训，实行员工职业发展指导人制度，认为在实践中的“师傅带徒弟”式的职业发展指导，是培训成功的更好的方法。 3．如何调动员工参与培训的积极性，是企业培训能否成功的基础。以往的培训没有与企业的激励机制相结合或结合不紧密，造成大多数员工的培训目的不明，被迫接受培训，因而参加培训的积极性不高，效果不大。本文通过使培训与员工的考核、工资晋级、职务晋升和末们淘汰相结合，调动员工参加培训的积极性、主动性，变“要我培训”为“我要培训”，从而使培训的投入和产出相匹配，真正实现培训的效果。更多还原

【Abstract】 Although Chinese market economy is in the initial stages of an undertaking, many Chinese companies have set up the objective to maintain their sustainable development and to build the kind of company that can thrive forever. After analyzing the problems that companies often confront in course of their development, we think that the competence of employees, especially the competence of managers is crucial to the development of a company.Training is an essential way to improve the competence of employees. Companies have recognized the importance of training more and more, but most companies have not a good solution to train their employees. Companies often pay large numbers of times and moneys to invite famous expert to train their employees, or send their employees to special training organization to receive training, but the thing that confuses companies is that the effect of training is very little because employees have little enthusiasm for the training.The aim of this paper is to provide an operating solution about training employee and employee’s career development for Green City Group based on analyzing the actuality of employee’s training and career development of Green City Group. The solution can help Green City Group to building employee group of high competence and provide backup of manpower for the sustainable development of Green City Group. Moreover, the solution has the universal and practical function for the employee training of other companies.What this paper innovate are mainly in chapter two, chapter three, and chapter four, i.e.:The company should establish rigorous training system. The key of this training system is ensuring the training development successfully through the building of organizing system, trainer system, curriculum system, teaching material system, and backup system. Especially, the approach that training employee through setting up cases teaching material system has not been recognized and exploited by most companies, this paper discuss the approach systematically and provide the new solution.Other than traditional training approach that pays attention only to teaching in classroom, the viewpoint of this paper is that paying attention to training in practice is as important as training in classroom. This paper thinks that it is a good approach that implementing the training system that the coacher guides the career development of every employee.How to inspire employee’s enthusiasm for training is the base of succeeding training. Because traditional training approach do not link training with incentive system or do not link training close with incentive system, most employee receiving training have not the clear objective, receive training passively and have little enthusiasm for the training. This paper thinks that, in order to inspire employee’s enthusiasm for training, make the cost and benefit of training a perfect match, and realize the effect of training indeed, companies should integrate training with the assessment, raises, promotion and elimination of employee.更多还原