摘 要

当前，我国正处于改革创新的新常态时期，在这种重要的战略转型期，需要每个人、每个企业都贡献自己的力量，自我革新，以崭新的面貌对待新常态。其中，国有企业是国民经济的支柱，因此，重视对国有企业员工的培训更是迫在眉睫。然而新常态下，我国国有企业存在诸多问题:一是培训内容存在问题，比如培训的内容与员工的需求不一致、培训内容较为单调；二是培训能力不足，比如企业内部培训师的自己能力不足、企业的培训开发能力欠缺；三是培训的资金和时间不足；四是培训的效果评估体系落后；五是培训与企业战略脱节等问题。针对上述问题，笔者提出了相应的改善措施，诸如培训前进行需求调查、丰富培训内容；强化内部培训师的能力，为内部培训师提供进修的机会、向其他企业学习，提高自身的培训开发能力；加大培训资金和时间的投入；建立优质的培训效果评估体系；针对战略目标实施相应的培训计划，以期改善当前国有企业培训的不良现状。

关键词：新常态 国有企业 培训

Problems and countermeasures of enterprise training under the new normal condition--a case study of state-owned enterprises

Abstract

At present, China is in the new normal period of reform and innovation. During this important period of strategic transformation, every person and every enterprise must contribute their own strength, self-innovation and a new look to the new normal. Among them, state-owned enterprises are the backbone of the national economy. Therefore, it is extremely urgent to pay attention to the training of the employees of state-owned enterprises. However, under the new normal state, there are many problems in China's state-owned enterprises: First, there are problems with the training content. For example, the content of training is inconsistent with the needs of employees, and the training content is monotonous; second, the training capacity is insufficient, for example, the internal trainers of the company are not capable of their own. The lack of training and development capabilities of enterprises; Third, the lack of funds and time for training; Fourth, the evaluation of the training system is backward; Fifth, the problem of training and corporate strategy out of touch. In response to the above problems, the author proposes corresponding improvement measures, such as conducting demand surveys before training and enriching training content; strengthening internal trainers' ability to provide internal trainers with opportunities for further training, learning from other companies, and improving their own training and development capabilities. Increase the investment of training funds and time; establish a high-quality training effect evaluation system; and implement a corresponding training plan for the strategic goals, with a view to improving the current poor state-owned enterprise training.

Keywords:the New normal;State-owned enterprises;Training

目 录

摘要I

ABSTRACTII

第一章 绪论 1

1.1 研究背景 1

1.2 研究目的和意义 1

1.2.1 研究目的 1

1.2.2 研究意义 1

1.3 研究方法和创新点 1

1.3.1研究方法 1

1.3.2 主要创新点 2

第二章 文献综述 3

2.1 关于企业培训概念界定 3

2.2关于新常态概念的界定 3

2.3关于国有企业培训现状的分析 3

第三章 新常态下企业培训存在的问题 6

3.1培训内容与员工需求不一致 7

3.2培训重速度，轻质量 7

3.3培训的资金和时间不足 7

3.4培训体系陈旧 8

3.5培训只注重短期针对性 9

3.6培训形式单一 9

3.7培训文化欠缺思想政治色彩 9

第四章 新常态下企业培训问题的解决策略 10

4.1 实施分层培训，因需施教 10

4.2优化人力资源的数量与质量结构 10

4.3 加大培训资金和时间的投入 11

4.4创新自我驱动为主的培训考核体系 11

4.5 培训要注重可持续发展 12

4.6 开展多样化培训，共享培训成果 13

4.7强化国有企业培训文化的政治色彩 14

第五章 结束语 15

参考文献 16

附录 18