Designing Of Staff Training System In By Company

With the accelerated pace of world economic integration, China’s small and medium-sized private enterprises is developing rapidly, but in the process, the level of enterprise management is very low, the talent values is backward and the system is not perfect, either. This will lead these enterprises into low efficiency traps of human resources management. Thomas Peters, who is a well-known U.S. management scholar, said:"Man is the only real resources for business or career. Management is just to develop human resources fully to do a good job." Competition among enterprises is the talent competition finally, and the core of investment in human capital is training investment. Training is an important way to increase and ensure the value of human capital. The staff training is the primary means of developing human resources; effective training is the key factors for enterprises to improve efficiency and enhance the core competitiveness. Staff training as a basic means of human resource development and a management activity, not only can improve employees’skills and performance, but can change their behavior patterns and attitudes, improve their quality, meet needs of self-growth, improve abilities to adapt to internal and external environments, and play a vital role in the development of enterprise and staff.In the complex and changeable internal and external environments, if these enterprises want to survive and develop sustainably, they should design a training program for business development, according to their characteristics and employee status, to raise employees’quality and enhance the enterprise’s core competitiveness by strengthening staff training and continuous improvement. To establish and implement effective training system has an important role and significance for businesses and employees. Therefore, staff training gradually becomes an important measure of long-term sustainability and raising competitiveness.BY Company as a newly established small and medium private enterprise, which is less than two years, its management is still in infancy stage, and its management is chaotic, especially in human resource management; because of lack of management and experience, stuff lack motivation, skill level is not high, and the sales are not optimistic. This has seriously affected BY’s development. BYCompany needs core competitiveness, but the quality of employees’ skills is far from the requirements. So, BY’s chief task is to design a scientific training system to improve the enterprise’s core competitiveness.Chapter Ⅰ is the introduction of this article. It mainly introduces the research background, objectives and significance, the research methods, thesis frame and the main content and other basic information. Chapter Ⅱ talks about basic training theories for the staff. This paper describes the meaning of staff training and theories, focuses on the basic process and system design principles, and gives a brief description of domestic and international training status and the training trends, etc. Chapter Ⅲ analyzes the current situation and existing problems of BY company staff training. This article analyzes the current situation and existing problems of BY company staff training by studying BY company staff training to preparing for the construction of BY company effective staff training system. Chapter Ⅳ is the establishment of BY company staff training system. The paper proceeds from the actual, and combines business and staffs’training needs to make clear training objectives realistically. It uses human capital investment theory around the company’s strategic vision and long-term planning, from training on demand and focusing on the effectiveness, etc, proposes measures for building an employee training system, develops a more systematic and practical, a dynamic training system to improve BY’s human resources management level and play advantage of talent for the company. And it lays a solid foundation of talent for the new energy automotive industry responding to the fierce competition, for its future long-term stability, efficient, healthy development. Chapter Ⅴ is safeguards of BY training system. It analyzes comprehensive factors affecting the quality of staff training, and gives the corresponding safeguards. The last part is closing. It is the conclusion of this article. The system is expected to guide the BY’s staff training really, improve staff quality, and enhance BY’s core competitiveness. Meanwhile I hope it is able to play a role in learning for other types of enterprises’ staff training.