基于学习型组织的人力资源管理培训研究

河北工程大学硕士学位论文基于学习型组织的人力资源管理培训研究姓名：胡宁申请学位级别：硕士专业：企业管理指导教师：王润良20070601IE-LearningAbstractIIAbstractThedevelopmentofhumansocietyisaneternaltheme.Intoday'scoverageofscienceandtechnologydevelopedintheinformationage,socialprogressandeconomicdevelopmentincreasinglydependsonmodernscienceandtechnology,cultureandknowledgelevelofdevelopment.Butinthefinalanalysis,itdependsontheknowledgeofmodernscienceandtechnologyinnovationanditscarriers--people.Humanresourcesasthefirstspecialresourcesandeconomicresources,Withthesocialandeconomicdevelopmentofthemodernscienceandtechnologicalprogress,andtheymoredemonstratetheirimportantstatusandrole.Onthefullpotentialoftheminingandusehasbecomeamodernhigh-speedeconomicgrowthofpowerfulleverage.Inaddition,enterprisesinthedevelopmentoftoday'ssocietyarefacedwithallkindsofshocksandchallenges.Thiswillrequiretheenterprisesofthestaffshouldhavegoodskillsandqualitiestoadapttothechange.Basedonthemanagement,humanresourcesmanagement,organizationtheory,thetheoryofknowledgebasedontheoreticalanalysisandempiricalanalysis,describedthehumanresourcesinvolvedinthetrainingaspectssystemly.Firstlyitintrductsthehumanresourcesmanagementandtrainingtheoriesgenerally,thenputsthelearningorganizationthatisanewertheory,andgivesaclearexplanationaboutthistheory.Throughtheabovepresentation,itproposesthehumanresourcestrainingtheorybasedonthelearningorganization.Inthestudy,itwasfoundthatinadequatetrainingofthepast.E-LearningandObservationareintroducedtothehumanresourcestrainingmethodsassupplement,andtheapplicationoffuzzymathisusedtothetrainingperformanceassessment.Theresearchcanpromotehumanresourcemanagement,personneltrainingandtrainingevaluationtofurtherdevelopmentworkintheenterprise,anditwillbeabetterguidefortheexcavationofenterprisepotential,enhancingtheentireteamandstafflearning.Keywords:Humanresourcemanagement;thetraining;thelearningorganization;thetrainingeffectassessment111(Fortune)2090(RoyalDutch/Shell)(ArieDegeus)1.12080[1]21.21.2.1(Revans,1980)(1990)(Redding)(Woolner)(Revans,1980)(L)(C)LC(1990)()[2][3](Kemn1991)[4](1998)(1)(2)(3)(4)(5)(6)(7)(8)13(1999)(1)(2)(3)(4)(5)(2002)6P—1B6(6P6Processes)1(1B1KnowledgeBase)(1998)(1)(2)(3)(4)(5)(6)1.2.2[5]4[6]1.2.3[7][8-9][10]15211.31.4(1)(2)(3)E-Learning(4)(5)6220[11]2.12.1.11870202300200300205060[12]2.1.2271913(HugoMunsterberg)2.2192020602.2.11960(W.McGehee)(P.W.Thayer)8(1)(2)(3)=-[13]1983-1987(demographicanalysis)()40-4950-59602.2.2(IL.Goldstein)1974198619741989[14]195929()()()3-6()10-(1)(2)(3)(4)(5)2.2.3211(P.Lengtand)1965[15](1)(2)(3)(4)(5)()R(LeonardSayles)(GeorgeStrauss)2.3(VernonHumphtey)199012200152.431333.1209019653.1.1[16-26](1)(2)(3)Marquardt(1996)(1)(2)14(3)3.1.24[27-29](1)(Senge)(3-1)(2)(Redding)3153-1Fig.3-1Senge’sfivedisciplinesmodel(3)(Woolner)(4)6P—1B6(6P6Processes)1(1B1KnowledgeBase)3.23.2.1()16(1)(2)3.2.2[30-31][32]317(1).[33](2)[34-35]1840+4(3)[36-39]319()20(4)[40]5003215003.3()3.3.1(1)[41-42]22(Jacquesbarzun)(2)90%()323Shulman(1984)(3)abc3.3.2E-LearningE-Learning[43-46]10E-LearningInternet(1)E-LearningE-LearningE-LearningE-Learning24E-LearningE-LearningE-LearningE-Learning()()E-LearningE-LearningE-LearningE-LearningE-Learning(2)E-LearningE-LearningE-LearningInternetInternet-basedtraining()InternetInternet-basedtraining()E-Learning24%10%30%40%E-LearningE-LearningE-Learning1551891E-Learning325E-LearningE-LearningE-LearningE-Learning(3)E-Learning21E-LearningE-LearningE-LearningE-LearningE-LearningE-LearningE-Learning1000E-LearningE-LearningE-LearningE-Learning3.3.3(1)[47]26(AbertBandura)(2)(3)[48]327(4)3.42844.14.1.1[49]20044H40110H80100429200457911533610293123%16.6H4.1.2[50](1)(2)(3)(4)2004800(5)“”304.1.320801;“”6001996500150801993-199416%(1994560)!3400085%?[51-52](1)20010%5001000200010000(2)(3)RLBRLB431(4)4.2(1)(2)(3)324.32006120064(1)4-1Table4-1ThesurveyresultABCDE1371820222620032461444011136352589663139507815700817183190212115103471061126128212028155130081751456973152688616351174176129301824118519471243203127622191470022225300239192004334.43455.1Z()535(1)(2)(3)5.2361)2)3)4)5.35.3.15375-15-1Fif.5-1Thetraininganalasys385-15-1Table5-1Thedemandanalysisingforenterprisetraining()()5.3.2()5-2[53]()(1)(2)5395-2Fig.5-2developingthetrainingprocess(3)(4)(5)5.3.340(1)(2)(3)(4)(5)(6)()()()()()()5415.3.4[54]()(1)[55]a.nU},,,{21nuuuU…=,iu),,2,1(…=i42mpmmpprrrrrrrrr………………212222111211UA),,,(21naaaA…=jaiu0≥ja11=∑=niiab.iusiu},,,{11211siuuuu…=(ms,,2,1…=),),,,(112111saaaA…=,sa1su11u01≥sa∑==msisa11c.P},,{21nvvvV…=d.RR=(ijrij)e.ARRAB*=111*RAB=,(2)5-25435-2Table5-2Indexsystem11h12h13h14h15h16h1h17h21h22h23h24h25h26h27hH2h28h(1)(2)(3)(4)(5)(3)(DDM)(CMM)(AHP)(CCM)(IOM)Fuzzy(TFM)()()(4)5.444451.2.3.E-Learning4.5.1.2.46[1].[M].2003[2][].[M].1998[3]Garvin,D.Buildingalearningorganization[J].HarvardBusinessReview,1993,July-August78-91[4],.[J].,20019(4)65-74[5].[J].2002(6)[6][M].2003[7].[M].2006(1)[8].[J].2005(1)[9].6[J].,2005(3)[10].[J].2005(5)[11].[M].2003[12].[J].2002[13].[J].2004[14].[J].2006(11)[15].[J].2007(1)[16][].21[M].2000[17]Garvin,D.Buildingalearningorganizatio