The Problems And Model Construction Of Our Enterprise Staff Training

As the economic globalization and the progress of China's socialist economic construction, more and more multinational companies entering our country, and the competition between domestic enterprises and foreign enterprises are becoming increasingly fierce. There is no doubt that domestic enterprises remain fairly behind in the corporate culture, management philosophy and business pattern with the international ones. The essence of market competition is talent competition. Modern enterprise management is based on "people-oriented", it also made higher demands for stuff competence, and the changes of social and economic forms require employees to keep up with fast-moving pace of the times, and to update their skills and knowledge. It has been proved that we can succeed in the workplace only by our persistent learning and training. Good employees are not only the new fresh troops for the business growth, but also the most valuable wealth of enterprises. Therefore, in order to gain satisfied economic benefits and win the competition in the future, enterprises need to train their staff, and establish a sound and effective staff training model is essential for the governance ability of China's enterprises in the market.This paper used the combination method of both training theory and case analysis, and then offered optimum proposal for the model of staff training, and built a new employee training model -staff training model of Ellen.The first part is introductory theory, the main content are the background and the significance of content as well as the framework paper points;The second part is related to human resources management, and the literature review of employee training patterns;The third part analyzed the issues exist in the Chinese staff training, and presented the problems of Chinese enterprises staff training in human resource management, for example: enterprise managers ignore the input of human capital, limited training in a narrow target, set up training programs blind, neglect the set of the training department, lack of effective incentive mechanism and so on. In this chapter analyzed the existing problems, including lack of proper guiding ideology for staff training, and did not form effective practical action in training, and the lack of a sound training system. Finally, suggested a sound and systematic training system. The fourth part built a new training model - staff training model of Ellen, it makes improvements based on the original training model. Its innovative point are: First, staff training needs defined as both internal and external environment, the internal environment for enterprises choose to implement the camera training, that is, according to different levels of management or the different needs of employees to implement appropriate training, and to enroll the competitors'dynamic analysis to the analysis of external environmental requirements; Second, establish a separate a training department, strengthen the training of staff values, knowledge as well as their perspectiveness. This paper analyzed the staff training model of Haier Group, confirmed its part feasibility of the model, and came to the enlightenment for the training of our employees;The fifth part was taking example from model of international staff training;The sixth part proposed solutions and made suggestions of staff training model for Chinese enterprises.