CBE培训模式及其在石化企业中应用

华中科技大学硕士学位论文CBE培训模式及其在石化企业中应用姓名：沈洪源申请学位级别：硕士专业：工商管理指导教师：刘英姿20061026I:CBECompetencyBasedEducation,CBECBECBECBEIIAbstractInthetimesofproductivitybeingpromotedbythedevelopmentofscienceandtechnologythecompetitionofenterprisedependentontheoneoftalentthatrelyonthecontestofknowledgeandwisdom.Thus,theonlywayforaenterprisetokeeptheadvantageinallthesecontestsiskeepingonabsorbingnewknowledgeandtrainingnewskill.Thehistoryandrealityofenterprise'supsanddownsshowthattrainedemployeesknowhowtotakeadvantageofnewtechniqueasnotrainedemployeeswerevictimofit.Thatisbecausenomatterhowabundantthefundsareandhowadvancedandhighefficiencytheequipmentareitwasusedandmanagedbymanattheend.Hence,trainingofemployeesisthekeyforpromotingofhumanresourceforaenterprise.TheauthorofthisthesisistryingtoestablishamodernenterprisetrainingsystemonthebasisofCBEbyanalyzingtheintellectualcapitaltheory,theCBEtheory,andathoroughstudyofthecurrententerprisetraininganditsdevelopmenttendencyfromthepointofviewofanenterpriseadministrator.Theaimofthisfitmodeistoprovideascientificandsystematicconceptguidanceforthetrainingmanagementofpetrochemicalenterprise.Thisthesiscombinescaseanalysiswiththeoreticalresearch.Intheoreticalresearch,firstly,thethesisanalysestheproblemsintheenterprisetrainingandoffersthesolutiontosolvethoseproblems.Secondly,thethesismainlyanalysesthenewtheoryandtendencyofpresenttraining,andthemainpatternofenterprisestraining.ThethesisalsoputsforwardtheconcretecontentoftheCBEtheory.Incaseanalysis,thethesisproceedsfromactualtrainingstateofthepetrochemicalenterpriseputsforwardanewtrainingmodenamedtheCBEmodeonthebasisoftheCBEtheoryforthepetrochemicalenterprise.Keywords:CBEThetrainingmodePetrochemicalenterprise_____111.12(Porter)(1990)1.23(TheoryofHumanCapital)(W.Petty),(AdamSmith)1960196419581960196080(B.F.Sdinner)(E.L.Thorndike)(W.Kohley)(C.R.Rogers)4:(Crossan)4I(Intuiting)(Interpreting)(Integrating)(Institutionalizing).(corecompetence)(C.K.Prahalad)(CaryHamel)1990:51.3CBECBE123CBE622.11)2)()73)(1)(2)(3)(4)()4)5)86)7)8)()92.3121032.31)CEO198119982501005159340301119841800085%23124ISO10015ISO10015ISO9000-2000ISO10015---ISO10015ISO100151333.1:::;T.facultymodel)(corporateuniversity),(customermodel)(matrixmodel)(virtualtrainingorganization);(centralizedoperatingunits)(decentralizedoperatingunits);(traditionaltrainingdepartment)14(performanceimprovementdepartment).Its]3.23.2.120602060(Boyell)15(IPM)3.2.2()198716(1)(2)(3)(4)()(1)(2)()(3)3.2.317(Saunders)(Holdaway)2070183.2.4(ChrisArgyris)(DonaldSchon)(PeterSenge)(1)(2)19(3)(4)(5)3.3GDP2.5%.21:1)105%198220012029.5193555%11.3535%202).:80%3)ITIT4):;213.41)2):.3)4):;;225)13.51223345ISO9000ISO10015ISO10015ISO1001524254CBE4.1CBECBECompetencyBasedEducation4.1.1CBECBE-CBECBE:1234519945CBECBECBE9030CBE1992CBECBE12623OccupationalJobandanalysis8-126-30CBEDACUMDACUMDACUMDACUMDACUM4TaskanalysisDACUMDACUM27DACUMDACUM56InstructionalanalysisDACUMFacilitator--Modu1e28DACUM78)--CBE29910DACUMDACUMDACUM4.1.2CBE1)CBECBE302)3)-4)CBE4.24.2.12080200627047/127213/95%500/2053%314.2.2()()1)()(10)()()(4-1)4-11234......(32)122)()1()()()422()33()6()()3)()()()571234344-2()()123456()()4.2.3()()()1)351()()52()()()36()()()()()()2)37()4.2.4(43)431)2)383)()4)()5)6)39()()40()()()4.2.51)412)1234563)1234.2.5421)1;22)124443445154321543215432154321123453)(1)44(2)4-54-5________________:,:::4.3CBE1)CBE452000CBE2)CBEWYO200120011280020055600CBE3)CBECBECBE46CBE4)CBEROICBECBECBEROI51047214849[1]..:,2004[2]..:,1999[3]..:2005[4]()1998[5]..:2000[6]()WilliamJ.Rothwell..:2001[7]..2002.(2):14~19[8]..:2001[9]ThomasA.Stewart.IntellectualCapital:TheNewWealthofOrganizations.PublishedbyDoubleday1997[10]..,2004,(4):42~44[11].“”.:1999[12]Edmondson.FromOrganizationalLearningtotheLearningOrganization.JournalofManagementLearning,1998,29(1):5~20[13]..1998,(1):59~64[14]..:1998[15]C.Pollack.UsingInternetTechnologiestoEnhanceTraining.PerformanceImprovement1997.February:28~31[16]D.Glener.ThePromiseofInternet-BasedTraining.TrainingandDevelopment1996,September:57~58[17].CBE.2002,7:4~550[18]J.J.Howell.MultimediaTrainingintheFortune1000.Training.1996,September:53~60[19]..2002,10:31[20].WTO.2001,(11):7~8[21]..:1999[22]..:2002[23],..,2005,(8):91~92[24]..:2000[25]()P...:1997[26]..2005,(6):45~46[27],..2005,(5):28~30[28]..2003,(7):18~19[29]..2004,(10):88[30]..2004,(4):89~90[31].21.2001,(10):80~83[32].CBE.2004,12:18~19[33]..1999,8:16~18[34].CBE.1997,4:34~35[35]B.Gerber.FromManagerintoCoach.Training,1992,February:25~31[36]S.S.McInrosh.EnvisioningVirtualTrainingOrganization.TrainingandDevelopment,1995,May:46~49[37]S.E.0’Connell.NewTechnologiesBringNewTools,NewRulesKHRMagazine1995December:43~48[38]()RaymondA.Noe..:2001[39]()RaymondA.Noe.:.:200151[40]()PaulS..:,1998[41]..2005,2:50~51[42]..2004,(10):42~43[43]..2005,(5):123~124[44].—.2002,(4):126~127[45]..2005,1:29~30[46]..2002,(7):33~34CBE培训模式及其在石化企业中应用作者：沈洪源学位授予单位：华中科技大学相似文献(8条)1.期刊论文闰建.YANJian石油石化企业人才流失的原因及对策-胜利油田职工大学学报2008,22(6)石油石化企业是我国重要的支柱产业,随着国内外人才竞争的日趋激烈,人才流失现象凸现,特别是骨干人才的流失.对企业的稳定和发展造成了严重的影响.人才流失是社会环境变化、企业人才管理体制不健全和个人价值取向等多种因素作用的结果.企业