Redesign Of Employee Training System For SAHL

Many enterprises have been paying attention to the employee training more and more in the world at present. There are emerging many new theories and methods of employee training. Since the features of new economic, the knowledge play an leader role in the new economic increase, human resource (HR) represented by information worker and manager play an leader role in corporation development. People are finding the enterprise which attaches importance to employee training have better achievements and full of faiths facing the challenges than their competitors. Employee training play an important role in the process of helping their enterprise facing the many new challenges. In the era of knowledge-based economy, absolute majority of the companies rely on information and knowledge as strategic resources to achieve their development goal. Training and development of the employees serve as the key, sometimes the sole approach to provide information, knowledge and related skills. Only with enhanced staff training and information updating, will the company stay atop the technological development. Proper training results in improvement of overall employee qualification, which effectively improves productivity thus optimizing the efficiency and profitability of the company.This article utilizes the basic theory on training and presents a case study on the existing employee training and development system atSAHL. It proposes a new system and systematically analyzes the importance of employee training and development. It emphasizes on both training and human resources development, pointing out that the training should serve the development and the training should focus on building a work force with high morale, integrity and sense of devotion. Moreover, it also demonstrates the concept of incorporating the training and development with other human resources management work including employee career development. The first chapter gives a comprehensive introduction to the theories and models concerning training and development, laying the foundation for the redesign of SAHL' s training and development system. The second chapter focuses on the status of SAHL, its current issues, its existing system and the inherent problems, highlighting the importance of employee qualification and training. The third chapter moves forward to the redesign of SAHL' s employee training and development system. The fourth chapter briefly touches upon the evaluation of training results. The new system is evaluated through field study.Due to constraints of time and the theoretical competence of the author herself, the project requires polishing in several areas. The focus is put on technical training and more suggestions and recommendations should be made regarding the training of employees' psychological well-being. Many new theories and methods have not been put into effect well. All these are to be learned and further explored in future research work.