摘要
加强对员工的培训培养,提升员工素质和技能水平,促进人力资本持续增值,
从而持续提升企业业绩和实现战略规划,是企业应对经济全球化和市场竞争加剧
挑战的必然选择。建立科学有效的培训管理体系,保障企业在人力资本投资上拥
有合理的ROI (Return on Investment),是企业培训工作的重点。

任职资格是企业预先设定的岗位职业标准,科学的任职资格体系会牵引员工
形成合力,在企“专业阶梯式通道”中有序的发展,激发起员工的主观能动性和
发展积极性。企业构建了任职资格标准之后,通过培训推动员工在任职通道中的
提升成为关键问题,企业需要针对不同级别的员工进行相应的培训设计。任职资
格是员工培训合理开展的基础,员工培训是任职资格焕发活力的保障。基于任职
资格的培训方案能够瞄准分层分类的员工能力需要和短板进行有计划的专项提
升,从而保障企业的培训预算发挥更大的价值,员工参加培训培养的收益更明显。

本论文通过对A公司项因经理岗位的具体研究,基于岗位任职资格标准,面
对当前项目经理培训设计中存在的问题,提出LSBCQ (Learning Solution Based on
C&Q)模型,全面提升培训方案的有效性。A公司项目经理岗位是其核心岗位,任
职资格分六层设计,已具备较完善的任职资格标准,但针对不同层级项目经理的
不同能力和技能差距标准缺乏有效的培训方案,项目经理能力提升系列培养未持
续有效实施,效果也欠佳。本研究基于既有的任职资格标准及相应的岗位能力素
质模型,研究提出项目经理学习地图,进行培训课程的分层设计,并就培训交付
实施提出方案,也为其他企业的员工培训提供一个行之有效、可供借鉴的模式。

关键词:任职资格;员工培训;人力资源
ABSTRACT
Strengthening the staff cultivation and training, improving staff competency and
skills level, promoting sustainable productivity of human capital, thereby continuing to
improve business performance and achieve strategic plan,is the inevitable choice for
the challenges of economic globalization and increased market competition.
Establishing scientific and effective training management system to guarantees the
reasonable ROI (Return on Investment) on human capital investment is the focal point
of corporate training.
Qualification is the pre-determined occupational standards for employee, thus
promoting the human resource capital development of enterprises. Scientific
qualifications system can lead employees to create synergy and make orderly
development in a corporate setting professional ladder passage, thus stimulate their
initiative and development interests. After the vocational qualification standards built,
staff promotion in the channel through training and practice becomes to one of the key
issues. And the enterprise needs to design training solution for different levels of staff.
Qualification is the reasonable basis for employee training, and staff training is the
guarantee for vocational qualification full of vitality. Training based on qualifications,
targeting a hierarchical classification of staff capability needs and short plate to make a
plan of professional upgrading, could guarantee greater value from corporate training
budgets and more apparent benefits from employees training.
This study through a specific studies, Project Manager jobs, based on job
qualification standards, in the face of problems in the current project manager training
in design,made LSBCQ (Learning Solution Based on C&Q) model, to enhance the
effectiveness of training programs. Project Manager job is the core positions in A
company, qualifications as part of the six-layer design,already have a good qualification
standards, project manager for different levels of ability and skill gap standards the lack
of an effective training programs, project manager skill improvement training series was
not continued and effective implementation, the effect is poor. Based on established
standards of qualifications and corresponding job competence model, the study
researched project manager learning map, designed the training courses system and
training delivery implementation proposals,but also ofFerred an effective reference
model for other corporate employee training.
Keywords: Competency & Qualification; Staff Training; Human Resource
1.绪论
1.1研究背景及研究意义
1.1.1研究背景
人力资源管理是现代企业运营的关键管理活动之一,而人力资本的数量扩充
和能力增强是人力资源管理的核心工作之一。人力资本数量扩充和能力增强的途
径主要有两条:一是从市场中招聘:二是对企业现有员工开展员工培训。但幵展
大规模的企业招聘往往并不能满足企业对人力资源能力的全部诉求,会面临如市
场没有符合特定要求的人才、市场供应量不足、招聘员工对企业文化不适应和上
岗所需时间较长、对现有员工队伍造成冲击等等问题。因此,着眼整体和长远,
员工培训必须成为人力资本的数量扩充和能力增强的关键途径,企业经营管理者
也必须站在企业战略的高度认识和定位员工培训。

在我国,经济全球化和市场竞争加剧对民营企业的企业管理水平带来的严峻
挑战,企业只有保持持续学习能力,不断追踪日新月异的先进技术和管理模式,
提升自有员工的人力资本,才能在激烈竞争中拥有一席之地、生存发展。因此,
加强对员工的培训培养,提升员工素质和技能水平,促进人力资本持续增值,从
而持续提升企业业绩和实现战略规划,成为企业界的共识。如何建立科学有效的
培训管理体系,保障企业在人力资本投资上拥有合理的ROI (Return on
Investment),是企业CEO和CHRO考虑的重点问题之一。任职资格是员工达到企
业预先设定的职业标准,从而形成有序的晋升通道,带动企业的发展。科学的任
职资格体系会牵引员工形成合力,激发起员工的主观能动性和发展积极性,人力
资源体系就会盘活。当构建了任职资格标准之后,我们就会发现为了推动员工在
任职通道中的提升,培训培养成为问题的关键所在,企业需要针对不同级别的员
工进行相应的培训设计。

1.1. 2研究意义
企业对员工的培训,是属于一项重要的人力资本投资。优秀的培训,是基于