【作者】 周文娟；

【导师】 张常洁； 吴晓义；

【作者基本信息】 浙江工业大学 ， 职业技术教育学， 2009， 硕士

【摘要】 20世纪90年代以来,知识已经成为关键性的要素,以知识为载体的人力资本是企业获得持久竞争优势的主要驱动力。而培训是提高每一名员工综合素质的有效手段,是实现员工和组织共同发展的重要途径。作为世界上重要的经济主体之一,美国从90年代以来对企业培训进行了全方面的改革,来应对经济全球化、知识经济以及不断变革的组织结构对企业内外部环境的挑战,最大程度地实现个人和组织职业生涯的共同发展。在人本管理思想、学习型组织、终身学习等培训新理念的倡导下,美国企业通过树立人才至上的培训观、构建可持续发展的学习型企业、设置独立的企业培训管理机构、建立生涯导向的培训体系、采用多样化的培训方式、实施全方位的培训评估体系以及完善培训激励机制等改革措施,充分发挥培训在人才开发和组织发展中的重大作用,并取得了巨大成果。美国企业培训改革的成功经验对我国当代的企业培训改革在更新培训理念、构建科学的培训体系、规范培训管理以及完善培训法律法规建设等方面具有一定的实际借鉴作用。更多还原

【Abstract】 Since the 1990s, knowledge has become a key factor, and the human capital relying on knowledge is the main driving force for a company to secure its sustainable competitive advantage. Corporate training is an effective measure to improve the comprehensive quality of every employee. It is also an important way for the mutual development of a company and its staff. American, one of the most important global economic subjects, has been reforming the corporate training in all its aspects to deal with globalized economy, knowledge-based economy and the challenge that the constantly-changing organization bring to the outer and inner environments, thus maximizing the mutual career development of individuals and companies. Approved by new training theory, such as humanistic management, learning organization and life-long education, American companies have established the talent-oriented policy, built sustainable learning companies, set up independent training management organizations, developed the career-oriented training system, adopted diversified training methods, carried out the all-round evaluation system, and perfected excitation mechanism. Meanwhile they allowed the corporate training to play in developing talents and companies to the full, and made great progress. Its success is practically worth of learning from for the corporate training reform in China in many aspects, like up-dating training theory, constructing scientific training system, refining the management and completing laws and regulations.更多还原