Human Resources Training And Development System Of State-owned Enterprises

The great feature of knowledge—based economic age is the formation of the concept of human resource. labor force replaces capital to be the main source of value increase. Regarding training as a strategic task and voluntarily bringing it into their management, all enterprises unswervingly carry out the task of "human resource being the essence, developing enterprises through excellent human resource".In the five main parts, this article approaches how enterprises establish the strategy and training system of human resource training and developing so as to gain competitiveness of sustainable development.In the first part, the Pipeline Bureau set down the strategy of training and development in accordance with organization strategy: definituding its orientation, decision, total strategic goal, task, vision, and values through the analysis of SWOT; carrying out the strategy of training——strengthening quality and establishing brand and establishing organization of learning combined with the organization strategy of building world famous brand and image of Sino Petrol Pipeline. In the second part, guided by the training strategy of the organization, the Pipeline Bureau establishes the system of training layout: implementing the mode of 360°/all—around management; making analysis and evaluation of needs; clarifying goal; and establishing a training system of PDCA mode which progresses continuously. The third part focuses on theoretical instructions and training practices of training planning.The reasonability and feasibility of enterprise training planning require demonstration by theories. Its time effect needs verification by arrangement of practice. It is necessary to conform to the instructions of performance, study and Reward of Investment (ROI). Practice is the extending of training, not the termination.The forth part emphasizes the important role line—manager plays in enterprise training during practice. The principle of 80/20 also needs to be set up under the leadership of unitive strategy and goal. The line—manager is supposed to function as a basic unit and transducer. The unfavorable factors in forming opinions must be overcome, and the enthusiasm of the line—manager must be stimulated and guaranteed.The fifth part focuses on how to avoid the mistakes frequently occuring in the process of training as well as proposing corresponding advice. During practice the mistakes between training and managial level, benefits and economic indicator must be solved. The weak segments and bottleneck in the process of training must be improved. The up—to—bottom support and bottom—to—up feedback system must be established so as to guarantee the systematicness and integrality of training system.