The Problems And Solutions In The Staff Training Of Company A

The most striking feature of knowledge economy age is the formation of the concept of human resources. Labor, which exceeds capitals, becomes the main source for rise in value once again. With"humans"as its core competitive power, the main source for enterprise profits comes from a rise in the value of its human resources. With the quick development of science and technology and the great increase of labor productivity, the number of labor-intensive businesses will gradually decrease. In this case, an enterprise does not only need technical and managerial talents with good education, but also technicians with high operational skills. Therefore, in an enterprise, the strategies for tapping and managing the human resources are closely related to the establishment of its training system. . Only when the training of employees is well carried out and employees increase their own values constantly, will the passive situations not occur that the competitive power of an enterprise declines as a result of the decrease of the qualities of its employees.Nowadays, international large companies and enterprises give great attention to their staff training, which they regard as one of their strategies and include in their management as the core of tapping human resources. It has been proved by the development of the enterprises in the U.S. , Japan and Europe, whose investment in staff training reaches almost 2%-3% of their total salaries.Under the global circumstances of resources shortage, Company A, as a project construction unit, welcomes a unprecedented opportunity for its development. A great number of construction projects in pipelines at home and abroad revive Company A from its depression after reorganization. But it also loses many opportunities of competing with its counterparts in developed countries as a consequence of its managing and technological problems in the construction process. The managerial leaders of Company A are greatly worried that in some international projects, project benefits couldn't meet their set goals due to the fact that the qualities of workers can't meet the requirements of project management and technology in the new age.That how to strengthen the staff training in enterprises and effectively improve the comprehensive qualities of limited human resources has become a significant problem facing the departments of human resources. It is not an easy task to implement the training strategies since Company A has a huge number of employees, which reaches almost 30,000, a great breadth in space in terms of its different departments, unfixed projects, and dispersed staff in various areas at home and abroad. Moreover, Company A is now facing the situation that there are a huge number of projects, but a comparatively small number of workers. Thus, it is hard to relieve some workers from production to receive training. Under these circumstances, this state-owned huge enterprise is confronted with these crucial problems: how to solve the contradiction between training and production with effective methods and how to improve its training skills and effects through effective training measures.The paper discusses the specific measures for improving the staff training of Company A and the establishment of practically effective training system suitable for the enterprise so as to constantly improve the overall qualities of its working staff, its core competitive power and its development.The paper is mainly divided into the following four parts:In Chapter One, a general introduction is given to Company A, including its background, its overall situations, its organizations, its stuff and its stuff training. In Chapter Two, it describes the purposes and measures of diagnosing the staff training of Company A and analyzes the results of the questionnaires. It first points out the general issues that exist in the training of Company A and then gives detailed analysis to the issues existing in the training of managers, professionals and operational stuff .With the related training theories, In Chapter Three, the author proposes several constructive plans on staff training of Company A, including guiding thought,training principles,general target,target for application and specific training plans for management,professional technology and operating technical personnel. The author also discusses guarantee measures for the implementation of training plans in this chapter.In Chapter Four, it makes a summary on the research.