越南航海商业银行员工培训体系构建研究

The construction of staff training system of the Maritime Commercial Bank in Vietnam

摘要:(摘要内容经过系统自动伪原创处理以避免复制,下载原文正常,内容请直接查看目录。)

跟着人力资本计谋时期的到来,愈来愈多的企业组织认识到,企业间的竞争是人才的竞争,在全部利润链中,员工是一切好处的发明者。在“人本治理”的明天,为了发明差别化的竞争优势,加强企业焦点竞争力,就须要赓续晋升员工的才能和本质,而对员工实行卓有成效的培训则是最重要的门路之一。在中国留学的亲自体验和进修到的常识,使本身加倍熟悉到员工培训已成为企业人力资本治理任务的重中之重。员工培训是必定组织为了有用地展开营业及培养人才,采取各类方法对员工停止的有目标、有筹划的造就和练习。员工培训是一项体系性很强的任务,其后果常常其实不取决于受训者小我,而起着症结感化的则是作为一个无机体的企业组织自己。强化员工培训,一方面可以加强企业竞争力,完成企业计谋目的;另外一方面将员工小我成长目的和企业的计谋成长目的同一起来,知足了员工自我成长的须要,调发动工任务的积极性和热忱,加强企业凝集力。跟着公民经济的成长,金融业的竞争已趋于白热化。为了顺应赓续变更的银行客户的花费需求,并在竞争日益剧烈的银行业中取得本身成长,进步人力资本本质便成了银行业在竞争中获得制胜点的急切需求。是以,采取哪一种响应的培训办法,若何树立迷信的员工培训机制,从而造就进修型员工、打造进修型组织,树立一套迷信的员工培训系统则是年夜多企业组织面对的一个困难。本文自创了国际外学者在员工培训方面的研讨结果,以越南帆海贸易银行动研讨对象,采取查询拜访问卷的办法,对企业现行的员工培训停止查询拜访研讨,并联合越南帆海贸易银行的概略,剖析越南帆海贸易银行对员工培训方面存在的成绩,和成绩发生的缘由。最初,为越南帆海贸易银行构建了一套针对性强、迷信的员工培训系统,从而进步其在全部银行体系的综合竞争力。

Abstract:

With the arrival of the era of human capital strategy, enterprise more and more organizations realize that the competition between enterprises is the talent competition, in all of the profit chain, employees are all the benefits of the inventor. "This management of people" in the future, in order to invent a differentiated competitive advantage, strengthen enterprise core competitiveness, need ceaseless promotion employee talent and nature, and carry out effective training for employees is one of the most important opportunities. Knowledge and learning to personally experience in China study, make itself even more familiar to the priority among priorities of staff training has become the enterprise human capital management tasks. Staff training is inevitable in order to effectively develop business organization and personnel training, to take all kinds of methods to stop the employee goals, planning and training exercises. Staff training is a system of strong work, its consequences often do not depend on the trainee ego, plays the role of the crux is as a body of their own organization. The strengthening of staff training, on the one hand to strengthen the competitiveness of enterprises, enterprise strategic objective; on the other hand, personal growth and corporate strategic development objective of the same up to meet the staff self growth needs, adjusting for task initiative and enthusiasm, strengthen the cohesion of the enterprise. Along with the citizens of economic growth, the financial industry competition has become intense. In order to adapt to the continuously change of bank customers spending demands, and in competition increasingly fierce banking made growth itself, nature of the progress of human capital became banking in the competition for urgent need the winning point. So, take what kind of response of training methods, how to establish scientific staff training mechanism, thus creating learning type employees, to create a learning organization, establish a scientific training system is mostly enterprise organizations face a difficulty. The invented of domestic and foreign scholars on the training of research results, in Vietnam, sail the sea trade bank dynamic research object, take query visit questionnaire method, on the current enterprise staff training to stop investigation and study, and Vietnam combined sailing Trade Bank compendium of, analyse Vietnam sailing Trade Bank of staff training existing problems, achievements and the reason. First, construct a set of targeted, scientific staff training system for Vietnam sailing trade bank, so as to improve the comprehensive competitiveness in the banking system.

目录:

摘要5-6
Abstract6-7
第一章 绪论10-21
    1.1 本论文的研究背景与意义10-11
        1.1.1 研究背景10
        1.1.2 研究意义10-11
    1.2 国内外研究动态11-18
        1.2.1 理论研究12-14
        1.2.2 实证研究14-16
        1.2.3 现代企业培训体系发展新趋势16-18
    1.3 本论文研究的目的、主要研究框架18-20
        1.3.1 研究目的18
        1.3.2 主要研究框架18-20
    1.4 本论文的研究方法与贡献20-21
        1.4.1 本论文的研究方法20
        1.4.2 论文的贡献20-21
第二章 培训相关理论与方法综述21-30
    2.1 培训概念、作用、模式21-26
        2.1.1 培训概念、作用21-22
        2.1.2 培训体系22-26
    2.2 学习型组织理论26-28
    2.3 需要层次理论28-30
第三章 越南航海商业银行员工培训体系的现状分析30-42
    3.1 越南航海商业银行概况30-36
        3.1.1 越南航海商业银行30-34
        3.1.2 银行业的特点34-36
    3.2 越南航海商业银行员工培训存在的问题36-40
        3.2.1 调查问卷设计与数据分析36-39
        3.2.2 员工培训中的问题39-40
    3.3 员工培训产生问题的原因分析40-42
第四章 越南航海商业银行员工培训体系模块分析42-57
    4.1 有效的员工培训体系的特点42
    4.2 培训需求的确定42-45
        4.2.1 组织整体层面的培训需求分析43-44
        4.2.2 作业层面的培训需求分析44
        4.2.3 员工个人层面的培训需求分析44-45
    4.3 培训计划的制定与实施45-51
        4.3.1 制定培训计划45-50
        4.3.2 实施培训计划50-51
    4.4 培训效果评估51-57
        4.4.1 培训评估体系设计原则51-52
        4.4.2 培训评估体系构建52-57
第五章 越南航海商业银行员工培训实施保障措施57-60
    5.1 银行大学的构建57-58
    5.2 培训文化氛围的营造58
    5.3 培训经费保障58-59
        5.3.1 培训费用预算58-59
        5.3.2 培训经费管理原则59
        5.3.3 培训经费分配59
    5.4 培训考评激励制度59-60
第六章 结论与展望60-62
    6.1 结论60-61
    6.2 展望61-62
致谢62-63
参考文献63-66
附录:调查问卷66-67