基于PEM的企业培训绩效评估研究及应用

基于PEM的企业培训绩效评估研究及应用重庆大学硕士学位论文（学术学位）学生姓名：薛晓乐指导教师：刘胜副教授专业：工业工程学科门类：工学重庆大学机械工程学院二O一三年五月StudyandApplicationontheEvaluationofCorporateTrainingPerformanceBasedonPerformanceExcellenceModelAThesisSubmittedtoChongqingUniversityinPartialFulfillmentoftheRequirementfortheMaster’sDegreeofEngineeringByXueXiaoleSupervisedbyAssociatePrfo.LiuShengSpecialty:IndustrialEngineeringCollegeofMechanicalEngineeringChongqingUniversity,Chongqing,ChinaMay2013重庆大学硕士学位论文中文摘要I摘要近年来，随着我国市场经济的快速发展，国内企业面临着不断变化的市场、日益多样化和个性化的顾客需求，企业的生存和发展对人力资本提出了更高的要求。因此，越来越多的企业开始重视员工培训工作，虽然很多企业在员工培训方面投入了大量的时间和资金，但是培训效果往往不尽人意。如何提高企业培训的有效性成为企业急需解决的问题。建立科学、有效的培训评估体系，有利于企业培训工作的及时评价，有利于企业发现在培训工作中的不足，改善培训管理水平，提高培训效果；目前国内外对培训评估的研究大多数集中于对培训活动结束后的效果研究，对培训工作全过程的研究相对较少。因此，构建科学、系统的培训评估体系，对该领域具有很好的实际意义和学术价值。论文的主要研究内容如下：首先，在分析国内外培训评估研究现状的基础上，从质量管理学的角度出发，提出现有培训评估研究工作的不足，进而提出论文的研究目的和意义。其次，在对相关概念界定的基础上，运用因素分析工具从六个方面得出培训的影响因素；在介绍卓越绩效模式的基本内容之后，论述本文将卓越绩效模式引入培训评估的科学性和合理性，并构建培训绩效评估研究的总体框架。再次，构建培训绩效评估的指标体系。在对培训绩效的核心要素分析的基础上，结合国内外对相关指标的研究，根据一定的筛选原则和方法，构建培训绩效评估的指标体系。然后，构建基于二元语义的培训绩效评价模型。在对比分析几种典型的综合评价方法后，选择用来构建评价模型的方法——二元语义，构建基于二元语义和层次分析法的培训绩效的评价模型。最后，将本文研究成果应用到A企业，通过对应用效果的分析以验证本文研究的科学性和有效性。关键词：绩效，培训评估，卓越绩效模式，二元语义重庆大学硕士学位论文英文摘要IIABSTRACTWiththerapiddevelopmentofmarketingeconomyrecently,domesticenterprisesarefacingdynamicthemarketanddiversified,personalizedcustomerdemand,thesurvivalanddevelopmentofenterprisesputforwardhigherrequirementsonthehumancapital.However,plentyoftimeandfunddidn’tgenerateasatisfactorytrainingperformanceinthepractice.Therefore,howtoimprovetheeffectivenessofenterprisetrainingbecomesapressingquestion.Ascientific,efficienttrainingevaluationsystemisinfavorofevaluatingpersonneltrainingtimely,findingtheinadequatetoimprovetrainingeffectandmanagementlevel.Theresearchesabouttrainingevaluationathomeandabroadaremostlyfocusingontheeffectafterimplementoftraining,ratherthantheoverallprocess.Therefore,ithasimportantacademicvalueandpracticalsignificancetoestablishevaluationmodelfortheoverallprocessofenterprisetraining.Themainresearchcontentofthisdissertationinvolves:Firstly,basedonanalyzingresearchstatusoftrainingevaluationathomeandabroad,thisdissertationraisessomedeficienciesfromtheperspectiveofQualityManagementandalsoresearchobjectives,researchsignificance.Secondly,factorsthataffecttrainingperformanceareobtainedfromsixaspectsafterrelatedconceptdefinition,andthenexcellentperformanceareintroduced.Discussesthisdissertationscientificity,rationalityaboutintroducingevaluationsystemandnarratestheoverallresearchframeworkofestablishingevaluationmodel.Thirdly,indexsystembasedoncriterionofperformanceexcellenceisbuiltthroughstatingthecoreideologyoftrainperformanceevaluationandselectingasetofindexesaccordingtosomeprinciplesandmethods.Fourthly,basedoncontrastiveanalysisofseveraltypicalcomprehensiveevaluationmethods,two-tuplelinguisticrepresentationischosentobuildevaluationmodelafterrelatedcontentdescriptionandtheweightsofindexesarecalculatedbyAHP.Lastly,theresearchoutputisputintothetrainingevaluationofanenterprise,whichverifiedtheeffectiveness,practicalityoftheindexsystemandassessmentmethod.Keywords:Performance,TrainingEvaluation,ExcellentPerformanceModel,Two-tupleLinguisticRepresentation重庆大学硕士学位论文目录III目录中文摘要..........................................................................................................................................I英文摘要........................................................................................................................................II1绪论.........................................................................................................................................11.1研究背景................................................................................................................................11.2企业培训评估的国内外研究现状.......................................................................................21.2.1国外研究现状.............................................................................................................21.2.2国内研究现状.............................................................................................................31.3研究问题的提出...................................................................................................................41.4研究的目的和意义...............................................................................................................51.4.1研究的目的................................................................................................................51.4.2研究的意义................................................................................................................51.5主要研究内容和框架...........................................................................................................61.6本章小结...............................................................................................................................82培训绩效评估的总体研究...............................................................................................92.1培训绩效及其评估的概念.......................................