在知识、信息、技术快速迭代的时代，在医疗欧亿·体育（中国）有限公司快速发展的当今社会，国内医 疗欧亿·体育（中国）有限公司如何在竞争中求生存求发展，重要的要素之一就是人才。培训作为人力资源管 理的重要方法之一越来越受重视，处于传统高科技欧亿·体育（中国）有限公司的国内医疗欧亿·体育（中国）有限公司 A 公司为了 保持人员的竞争力，需要不断地提高员工的知识和技能，培训是其中重要的一个方法 之一。在高度专业化医疗欧亿·体育（中国）有限公司中，外部培训师的资源往往难以满足非常细分的专业知 识的需求，内训师在医疗器械欧亿·体育（中国）有限公司就显得尤为重要。 本文基于人力资本理论、洋葱模型和 ASTD 的培训与发展人员胜任力模型的理论， 结合医疗器械 A 公司内训师管理现状，发现学员参与内训师所授课程的出席率低于 外部培训老师所授课程课程，培训内容没有针对性，课程目标没有实现等问题。究其 原因发现医疗器械 A 公司没有内训师岗位胜任力模型，虽然医疗器械 A 公司的兼职 内训师人员数量已初具规模，但存在选拔上没有标准，培育上没有针对性、评估上缺 乏明确的依据、激励没有效果等情况。 针对这些问题和原因分析，本文通过访谈法、问卷调研法、研讨会等方法建立内 训师胜任力，并将内训师胜任力应用于内训师选拔、培育、评估和激励机制。在选拔 方面不仅注重内训师胜任力中的显性知识和技能，更关注内在的态度、内驱力和特质 等隐性元素。在培育方面，既结合胜任力中普遍待提高的领域，又结合不同等级进行 有所侧重的培养方式。在评估方面，改变以往以授课数量为重要依据的评估标准，而 以内训师胜任力作为重要依据的评估方式。在激励方面，基于问卷调研的显示结果， 从制度方面设计更具吸引力的激励方式。在实施方面，不仅仅专注内训师胜任力在选 拔、培育、评估中的应用，并通过积极的沟通与宣传，以获得内训师的支持和吸引新 内训师的加入。 通过以上一系列的研究，使得符合岗位要求的内训师加入到内训师团队，通过培 育、评估和激励从总体上提升内训师的胜任力，使他们能提供更符合员工需求的课程， 从而达到增加员工知识和提升技能的目的。 关键词，医疗器械 A 公司；内训师；胜任力III Abstract With the rapid iteration of knowledge, information and technology, in current rapid developing medical industry, talent is one of the most important elements for domestic medical companies to survive and develop under this high competitive industry environment. As one of the important aspects of human resource management, training has been paid more and more attention. In order to maintain the competitiveness of personnel, medical device A company needs to constantly improve the knowledge and skills of employees. Training is one of the important methods for it. In the highly specialized medical industry, it is hard for external trainers to truly or fully meet the needs of very niche professional knowledge. In this circumstance, internal trainers are especially important in Medical device industry. Based on the theory of Human Capital, onion model and ASTD's training staff’s competency model, combined with the management status quo of trainers in medical device A Company, this paper finds that firstly the attendance rate of courses delivered by internal trainers is lower than the course by external trainers. Secondly, The course content is not specific designed for participants, and thirdly The training objectives are not achieved and so on. The reasons are that trainers in medical device A company there has no position competency model for internal trainer. Although the number of part-time trainers in medical device A Company is not small, but there is no standard in selection, training and cultivation, evaluation and motivation. To solve these problems, this paper establishes internal trainer’s competence through ways of interviews, questionnaires and seminar, and optimizes the process and policy of selection, training and cultivation, evaluation and motivation. In the aspect of selection, people should not only focus on knowledge and skills, but also on internal trainers' interior intangible elements, like attitudes, motivation and traits. In the aspect of cultivation, it is not only focus the common general competency, but also tailor made training content for different level trainer. In the aspect of evaluation, we should evaluate the internal trainer in their competency but not the course numbers. In the aspect of incentives, based on the results of the questionnaire, more attractive incentives way to aspire their motivation. In terms ofIV implementation, we should not only focus on the application of internal trainers' competency in selection, cultivation and evaluation, but also actively communicate and promotion in order to gain the support of internal trainers and attract new internal trainers. Through the above series of studies, the internal trainers who meet the requirements of the position can join in trainer team. Through the method of training and motivation that would improve the whole team’s competency, then they can provide high quality courses that meet the needs of employees, and achieve the purpose of improving the knowledge and skills of employees. Keywords，Medical Device A Company; Internal Trainer; Competency目录 致谢.........................................................................................................................................I 摘要.......................................................................................................................................II Abstract ................................................................................................................................ III 第 1 章 绪论..........................................................................................................................1 1.1 选题背景....................................................................................................................1 1.2 国内外研究现状........................................................................................................2 1.2.1 国外胜任力和内训师胜任力研究现状 .............................................................2 1.2.2 国内胜任力和内训师胜任力研究现状 ............................................................4 1.2.3 国内外研究现状评述 ........................................................................................6 1.3 研究目的和意义........................................................................................................6 1.3.1 研究目的 .............................................................................................................6 1.3.2 研究意义 .............................................................................................................7 1.4 研究内容与研究方法................................................................................................8 1.4.1 研究内容 .............................................................................................................8 1.4.2 研究方法 .............................................................................................................9 1.5 本文创新点..............................................................................................................10 第 2 章 相关理论基础........................................................................................................11 2.1 人力资本理论..........................................................................................................11 2.1.1 人力资本理论的定义 .......................................................................................11 2.1.2 人力资本管理的意义 .......................................................................................11 2.1.3 人力资本理论对培训的意义 ...........................................................................12 2.2 胜任力模型..............................................................................................................13 2.2.1 胜任力模型的定义 ...........................................................................................13 2.2.2 胜任力建模方法介绍 .......................................................................................13 2.2.3 胜任力模型的应用 ...........................................................................................15 2.2.4 经典胜任力模型 ..............................................................................................16 2.3 培训与发展人员胜