Diagnosis And Redesign Of Internal Training System For C Company

This thesis is based on theories of human resource management and trainingmanagement, building basic theory of redesigning training system of company C. Afterinvestigating internal HR condition of company C with such methods as interviewingsenior managers and analyzing questionnaires from staff, it turns out that talents incompany C are too few to meet demand of company’s strategy in2020. This thesisstudies how to find a proper training system for the company to realize fast personneltraining and progress. Then the training management system, training course system andtraining implementation system are analyzed comprehensively. It demonstrates that themain problem in the training system of company C is that internal trainer system intraining management system is not mature. The selective standards of internal trainerare not rational. And there is a shortage of final-period management and supervision.Training course system is short of training courses based on promotion, so it fails tohelp staff adapt themselves to new position and new requirements to accelerategeneration of achievement. In training implementation system, the analysis method fortraining demands is too simple to get the points. Evaluation method is merely forpresent effect rather than effectiveness evaluation after training. Furthermore, it lacksachievement transformation link, so training achievements can not be turned intoimprovement of work. Overall, training system of company C can not meet the demandsfor personnel training at present and in the future. According the analysis above, theredesigning project of the training system is provided. The internal trainer system isdesigned, including formulating selective scope, standards and flow of internal trainer,clarifying management duty, rating standards, award, training, examination andelimination of internal trainer. According company C’s demand for managing echelonof qualified personnel, the training based on promotion is designed, which covers threelevels of new chief, new manager and new supervisor. In every level, training structure,methods and content is different according works of the students to accelerate progressof managers in new positions. Training demand system in the training implementationsystem is designed. More scientific and systematic analysis methods are used tocomprehend real training demands of company and employees. Training evaluation intraining implementation system is design. Different evaluative methods are used according students’ reaction, studying and behavior to find the analysis method that canrelatively quantify the output of training. At last, the achievement transformation systemin training implementation system is designed. Employees, HR and managers worktogether to turn training knowledge and results into work achievements andimprovements.