:培训需求分析是培训活动全流程的首要环节，因此是保证企 业培训有效性的源头，同时也是考核培训工作绩效的重要参考标准。 如何通过科学的培训需求分析来有效挖掘员工素质和潜能，改善企业 人力资本状况，是企业人力资源开发面临的重要课题。 本研究在借鉴国内外现有研究成果的基础上，从个案方面就目标 企业成都海光的培训需求分析流程进行了理论研究，指出其中存在的 问题；之后通过实施员工培训需求调查和结果分析，从实证角度揭示 了成都海光现行的培训需求分析流程导致其提供的培训与员工实际 培训需求间产生差距，并通过后续访谈对差距产生的原因进行了研 究。为了提高成都海光培训需求分析的有效性，本文在Goldstein三 层次培训需求分析模型的基础上，吸取差距分析模型、前瞻性培训需 求分析模型和胜任特征模型的精髓，并综合运用多种工具和方法，对 传统的三层次模型进行了丰富和升华，为指导成都海光的培训需求分 析实践具有很强的现实意义。该模型主要包含需求产生、组织支持、 需求分析（组织分析、任务分析、人员分析）以及需求确定，其中需 求分析是本文研究的重点。另外，要确保模型在使用中的有效性与科 学性，还要严格遵守四个原则，分别为组织充分重视、方法综合运用、 结果有效验证、过程动态实施。 组织按照以上五个步骤进行培训需求分析，使有效的培训需求得 到准确识别，之后制定全面科学的培训计划，为培训的有效实施提供 有力支持，这样才能提高培训的针对性和有效性，提升企业竞争力。 II 关键词：培训需求;员工培训;模型构建 III TRAININGDEMANDANALYSISANDMODEL CONSTRUCTIONOFCHENGDUHAIGUANG COMPANY Mingquan,Dai(MasterofBusinessAdministration) DirectedbyHefu,Fei ABSTRACT:TrainingNeedsAnalysis(TNA)isthefirststepofthe wholeprocessoftrainingactivi-ties,thereforeisthesourcetoguarantee theofenterprisetrainingeffectiveness,itcanalsoworkasimportant referencestandardforreviewingandevaluatingtrainingwork performance. TakingChengduHaiguangCompanyasthetargetcompany,this studyiscarriedoutonthebasisofex-istingresearchresultsonTNAat homeandabroad.Theoretically,itpointedouttheprob-lemswiththe currentTNAmethodsandprocessofChengduHaiguangCompany,then practically,bytakingaTrainingNeedsSurveywiththeemployees,it revealedthegapanddiscrepancybetweenthecurrenttrainingand employees’actualtrainingneeds,thusfurtherexplorestheprob-lemswith theTNAprocess.Basedontheabove,thisstudyhasdesignedaTNA modelwhichsuitsthecurrentsituationofChengduHaiguangCompany, andcontainsvariousresearchmethodsandtoolswhichcouldenhancethe IV feasibilityandeffectivenessofcorporatetrainingincompa-nyA.The modelmainlycontainsthefollowing:Needsorigination,organizational support,needsanalysis(organizationanalysis,tasklevelanalysis, individuallevelanalysis),andneedsfinalization.Additionally,toensure theeffectivenessandscientificityofthemodel,fourprinciplesneedtobe observedstrictly,respectively:organizationalfullattention,di-versityof methods,validationoftheresearchresult,flexibilityandadvancementof thepro-cess. Followingthesefivesteps,ChengduHaiguangCompanycould accuratelyidentifytrainingneedswhichcouldbenefittheformationand implementationofacomprehensiveandeffectivetrainingplan,soasto improvethepertinenceandeffectivenessofthecorporatetraining,and finallypromotecompetitivenessofChengduHaiguangCompany. Keywords:trainingneedsemployeetrainingmodelbuilding V 目录 摘要.................................................................................................. ABSTRACT..................................................................................... 第1章绪论....................................................................................................................1 1.1研究背景...........................................................................................................1 1.2研究目的及意义...............................................................................................2 1.2.1研究目的.................................................................................................2 1.2.2研究意义.................................................................................................2 1.3国内外研究现状...............................................................................................3 1.3.1培训需求分析的概念.............................................................................3 1.3.2培训与企业战略发展关系研究.............................................................5 1.3.3文献评述.................................................................................................5 1.4研究方法及创新点...........................................................................................6 1.4.1研究方法.................................................................................................6 1.4.2研究创新点.............................................................................................6 第2章企业培训需求分析的相关模型........................................................................8 2.1Goldstein三层次模型.......................................................................................8 2.2培训需求差距分析模型...................................................................................9 2.3前瞻性培训需求分析模型.............................................................................10 2.4胜任力特征模型.............................................................................................10 2.5组织战略模型.................................................................................................11 第3章成都海光培训需求分析现状及问题调查......................................................14 3.1成都海光公司及人员概况.............................................................................14 3.1.1成都海光公司简介...............................................................................14 3.1.2成都海光的人员现状...........................................................................15 3.2成都海光的培训概况.....................................................................................15 3.2.1培训项目及成本概况...........................................................................15 3.2.2培训需求分析的方法及流程...............................................................17 3.3成都海光培训需求存在的问题调查设计.....................................................18 3.3.1培训需求调查设计...............................................................................18 I II VI 3.3.2培训需求调查的目的...........................................................................19 3.3.3确定调查对象.......................................................................................19 3.3.4确定调查维度.......................................................................................20 3.3.5调查实施...............................................................................................20 第4章成都海光员工培训需求存在的问题及成因分析..........................................21 4.1培训需求问题调查结果分析.........................................................................21 4.1.1课程设置不符合员工需求，课程设置比较单一...............................21 4.1.2培训方式比较传统单一，对互联网培训方式不重视.......................23 4.1.3培训师资投入不足，授课方式不符合员工需求...............................25 4.1.4培训时间设置不合理，时间安排不灵活...........................................27 4.1.5培训课程不受高层重视，缺乏相应的氛围及机制保障...................28 4.2成都海光培训需求问题成因分析.................................................................30 4.2.1员工培训需求调查不合理...................................................................30 4.2.2培训结果应用不充分...........................................................................30 4.2.3培训内容设置不科学...........................................................................31 第5章培训需求分析模型的构建与应用..................................................................33 5.1构建模型的目的.............................................................................................33 5.2模型的结构与理论依据.................................................................................34 5.3模型的核心内容与应用.......................................................................