發(fā)布時間：2018-03-21 01:03

  本文選題：石油儲運行業(yè)　切入點：技能型員工　出處：《南京師范大學》2015年碩士論文　論文類型：學位論文

【摘要】：隨著現(xiàn)代化監(jiān)測技術、計算機遠程控制技術在我國石油儲運行業(yè)上的廣泛應用,石油管道儲運的自動化效率大大提升。在技術領域快步發(fā)展的同時,企業(yè)發(fā)展與技能型員工素質之間的關聯(lián)日益顯著。技能型員工培訓作為人力資源的重要組成部分,為提高企業(yè)發(fā)展速度、實現(xiàn)高效管理提供了強大的動力。SP公司作為專業(yè)性極強的石油管道儲運公司,近年來越來越重視員工培訓工作,并著力加強技能型員工的培訓,但在公司不斷發(fā)展的過程中,技能型員工與崗位匹配差距越來越大、現(xiàn)有培訓效果不佳已成為SP公司技能型員工培訓最凸顯的問題。本文以SP公司技能型員工培訓現(xiàn)狀作為研究切入點,結合培訓需求、培訓評估、培訓激勵等相關理論,同時參考了國內外學術界關于影響技能型員工培訓效果的相關文獻資料,通過理論結合實際、問卷調研分析等方法,發(fā)現(xiàn)SP公司技能型員工培訓存在以下幾點問題：基礎性培訓內容與實際需求相差甚遠、培訓方式不能滿足崗位發(fā)展需要、評估與考核缺少系統(tǒng)性深入、激勵機制缺失。導致這些問題的原因是：SP公司對于技能型員工培訓規(guī)劃和培訓需求脫節(jié)、“師帶徒”培訓模式有局限、缺乏科學的培訓效果評估體系、培訓成果與激勵機制無關聯(lián)。針對以上問題,本文從明確不同級別技能型員工培訓需求、創(chuàng)新組合培訓方式、優(yōu)化培訓評估流程、培訓績效激勵方案等方面入手,制定出改善SP公司技能型員工培訓效果的具體對策。本文指出的SP公司技能型員工培訓方面存在的問題及原因,可以反應出石油儲運行業(yè)關于技能型員工培訓所面臨的一些共性問題,提出的對策建議對如何改善石油儲運行業(yè)技能型員工培訓效果具有一定的借鑒作用。
[Abstract]:With the extensive application of modern monitoring technology and computer remote control technology in China's petroleum storage and transportation industry, the automation efficiency of oil pipeline storage and transportation has been greatly improved. The relationship between the development of enterprises and the quality of skilled employees is increasingly obvious. As an important part of human resources, the training of skilled employees, in order to improve the speed of enterprise development, As a highly professional oil pipeline storage and transportation company, SP Company has paid more and more attention to staff training in recent years, and focused on strengthening the training of skilled employees, but in the process of continuous development of the company, The gap between skilled employees and their positions is getting bigger and bigger, and the current poor training effect has become the most prominent problem in the training of skilled employees in SP Company. This paper takes the current training status of skilled employees in SP Company as the starting point of research, combining with the training needs, Training evaluation, training incentives and other relevant theories, and at the same time referring to the academic circles at home and abroad on the impact of skilled staff training results of the relevant literature, through the theory combined with practice, questionnaire analysis and other methods, It is found that the following problems exist in the training of skilled employees in SP Company: the content of basic training is far from the actual demand, the training method can not meet the needs of post development, and the evaluation and assessment are lack of systematic depth. These problems are caused by the lack of incentive mechanism. These problems are caused by the disconnection between the training planning and training needs of skilled employees, the limitation of the training mode of "teacher with apprentice", and the lack of a scientific training effect evaluation system. There is no relation between the training results and the incentive mechanism. In view of the above problems, this paper starts with the following aspects: defining the training needs of the skilled employees at different levels, innovating the training combination training methods, optimizing the training evaluation process, training performance incentive schemes, and so on. The paper points out the problems and causes of the training of the skilled employees in SP Company, and puts forward some countermeasures to improve the training effect of the skilled employees in SP Company, and points out the problems and causes of the training of the skilled employees in the SP Company. It can reflect some common problems of technical staff training in petroleum storage and transportation industry, and the countermeasures and suggestions can be used for reference to improve the training effect of skilled employees in petroleum storage and transportation industry.
【學位授予單位】：南京師范大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F426.22

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