Study Of Training System Optimization For Mid-Level Managers Of K Company

According to the Chinese economic emerging into global economic, the competition between the companies becomes more and more intense, then as one of core competition capability for the company, human resource becomes more and more important. So in order to keep company develop stability and has long term future, improving human resource development and management becomes more and more important. Training is also the key of human resource development. Training not only can develop the employees potential ability to improve the company’s Competitiveness, but also can enhance the company belonging and responsibility of employees and then improve the working efficiency. Even more, mid-level managers as most important for the company, their training is also in highest priority for company human resource development. However, in most companies, usually training can’t reach the target, many problems existed such as following:Training is only for training; Training is lack of systematic planning, targeting. So systematic apply training to employees, especially for the mid-level managers, is base for company develop stability. This thesis take K Company as example, which is owned by foreign company, analysis the weak point of training for its mid-level managers, and then give the Countermeasure, also based on pilot project to prove its feasibility.Chapterl introduces the background and purpose of this thesis, which demonstrate to solve the deficiency of mid-level managers training system and improve the training results. Meanwhile to describe the content and method and demonstrate the importance of training for the company human resource management, then elaborate the method of training, also introduce one important tool into this thesis:Competency model.Chapter2analysis6major issues in training system of current K company for the mid-level managers:low rate of satisfaction and Participation for trainees; trainees not agree the training content; high managers of company not pay high attention to training of mid-level manager; training content not related to company vision; lack of systematic assessment and tracking of training. And also deep analysis the root cause of these6issues, which is planned for improvement method in next Chapter.Chapter3according to6issues from chapter2, author analyzed one by one and summarized the root cause is the poor pertinence. Based on competency model theory, author built up the competency model for mid-level managers of K Company and then based on these competency models, the author setups one delegated training plan for each of mid-level manager. Give the practical and effectively training evaluation and tracking solution. Also Chapter3is the basic and emphases of Chapter4pilot project.Chapter4demonstrates the pilot project, which start from May2013and end in Nov.2013. And based on improved mid-level managers training plan, and executed. And also the author used some methods such as satisfaction survey, participation survey, training result analysis. The pilot project result shows training plan is good for improving current K Company mid-level managers’training system, and also was recognized by K company high managers.Chapter5is summary of this thesis; and demonstrates the training system which based on the competency model is feasibility to improve mid-level managers’ training, and recommended to wildly use in companies.