The Study Of Employee Training Management Of The Northeast China Grid Company Limited

The 21st century is the time of the knowledge economy, when the enterprise is not only facing with the competition from the global markets, also the competition from the talented challenge, the Human Resources Management itself in the enterprises has early become the main study object among the market competitions. Now taking the stern realities into consideration, the enterprise must maintain the ability of study continually, learn and master the advanced technology and the advanced management thought unceasingly, thus it can make invincible position among the markets competitions. Unceasingly increasing investment on the Human Resources Management of the enterprises, strengthening to train employees of the enterprises and promoting staff's qualities, which are the important contents of the sustainable development for the enterprises.Enterprise employees' training is taking the aim of the enhancement of the enterprises' labor productivity lever and the increase of the economic efficiency by the development of the staff professional skill, comprehensively enhancement of the staff's qualities about thinking and work, the improvement of the human resources structure of the enterprises, in order to train a large quantities of the staff teams which can be can rapidly adapted to and satisfied with the needs of the production and the management of the enterprises. However, employee training is one of the fundamental works of enterprises, which will be taken more and more attention by the enterprise.At present, the Northeast China Grid Company Limited is accustomed to deal with the business according to the old method of the state-owned enterprises in the mechanism of the previous personnel management such the phenomena as"iron rice bowl"and"guaranteed leading post"is still existent; And the way of appointing and promoting cadres is dealt under the original management model controlled by the operators in the Power Grid Company. However, these unreasonable systems have made operators' short-term action. They think that human resources training is not important, which also causes the phenomena that employees' enthusiasm in training is so low that the fund of human resources training is not enough to manage.It is not conformity well with situations of the internal and external economy environment of the Power Grid Company presently.However, the main problems about the employees training of the enterprise lie in: The method of training management lags behind the present one; The administrative managers take employee training less attention; The investment of the employees training is insufficient; The staff who participated in training had low interest and spirit; The training curriculum is set unreasonably; And training is lack of surveillance, also the communication channel is unitary; The appraisal of the training effect takes apart from the practical work.With the rapid development of the global economy, strengthening on the management of employees training and promoting the staff professional qualities to adapt the rapid development of the enterprise are the objective requests of the Human Resources Management in company.The first chapter of the article has set forth the main body of selecting topic background and significance, and then made an explanation of the vital significance to the enterprise developmental strategy during the present human resources training by analyzing its significance; Paper has also pointed out that the human resources training is a more important job for the Electric Power Enterprises by analyzing their characteristics and the external environment, which is being getting along now.The second chapter of the paper has discussed the fundamental theories of the human resources training. The article has formulated the concept,its procedure and the appraisal types of the inputs and output of the human resources training.The third chapter of this paper has concreted managing conditions specifically for the Northeast China Grid Company Limited, also analyzed the current situation of its direct subordinations from the top to its unit personnel, and made a suggestion that the quantity of the technician of the enterprise for transmitting electricity in the Northeast China Grid Company Limited be partial to low and the high talented technology persons in deficiency.The relative portions of the employees'teams with high technology of the enterprises for supplying electricity and those for generating electric power are few. However, the proportion of the employees with high school education and the educational background below is rather larger than that with the unique technical ability. Because of the restraint of the region and economic growth operated under the state-owned enterprises,the primal problem influencing the enterprises development is that the number of the employees with high technology and technical ability is seriously below horizontal.On the other hand, the cultural education level and the technical level of the staff overall are relatively low in the agricultural electricity enterprise.Thus, judging from the aspect of the company who manages training centers, although it has made an effect in bearing its education function, there are still some prominent problems.The administrators are used to the pattern of the traditional human resources management; there is few staff with the innovative ideology. And also their choices of the decision have had the matter. Otherwise, the present management pattern is insufficient on the aspect of the staff training;The leader's enthusiasm on the training employees is not high as well as the training investment is insufficient, and furthermore the activity and initiatives of the trained staff is also insufficient.The fourth chapter has proposed and designed the staff training plan of the company according to the present situation in the Northeast China Grid Company Limited. Based on the guidance of the enterprise strategic target, paper has carried out the appraisal of the training demand about enterprise's employees in order to make clear about the goal of the employees training, and has formulated the system of employees training in the company. Finally author established the operating mechanism of the training management about the company staff in order to safeguard the training plan into implementation effectively.The fifth chapter has carried out on the effect analysis of the training implementation on employees training in the Northeast China Grid Company Limited. In the article author made a test to justify the feasibility of the plan by surveying on the effects of the employees training; Then,the article made an introduction of the method of simplification Labor way and Cobb-Douglas producing function, and calculated the anticipated investment and the income on the human resources training in the Northeast China Grid Company during the period of the eleventh-five years plan, and has carried on the comparison between them. The paper has carried out the method of"Game Theory", wielded game comparatively, later on the both analyzed,expounding which kind of the employee training investment should be carried out and how to invest in the training progress. The article has led into simplification Labor Way and Cobb-Douglas production function to calculate the producing avails during the period of employee training.The article made a research into the issue about enterprise employees training by analyzing and calculating the data,and established the plan of the Human Resources Training and the model of the input and output of the enterprise training by the introduction of simplification Labor way and Cobb-Douglas producing function. Also the article applied the method of"Game Theory"to further it.Of course, it has a certain practical significance to the enterprises.However, to the Northeast China Grid Company Limited, to some extend, it has some practical value.