Impact Of Order Training Model On The New Employees’ Ouality

With the continuous development of the times, faced with increased global competition and changing business models, enterprises encounter "labor shortage" in human resources development, requirements of quality for new employees become increasingly demanding in the new information era. The urgent need of the market speeds up the innovation of enterprise personnel training mode, thus new employee’ basic qualities, professional skills are requested due to the transition of market diversification. Thorough investigation, finding that oversupply is beyond demand in the labor market. Therefore, the choice of the enterprise becomes pluralistic, and it becomes free. For example, lacking long-term planning for enterprise recruitment, ignoring recruitment steps, corporate social security system imperfect, and the new staff relatively low salaries result in loss of a large number of talents. Besides, the new employee’s lack of skills increases the cost; new employee’s low professional quality influences development. Enterprises want to introduce new employees with superb professional skills, good professional ethics, and excellent moral character. Accordingly, enterprises set up one personnel training model, which should be “Market Oriented” and makes an alliance with vocational colleges to build a platform where the two sides will integrate individual resource, exert superiority. The model is called "Order Training Model"(hereinafter referred to as OTM). Whether the new employee trained by OTM can get the recognition of the society and accept the market test will become the important significance of this thesis. The thesis tries to solve problems in human resources management planning, reduce operating costs, promote new employee’s personality, break the traditional personnel management thinking, looking at human resources management from a strategic height for small and medium enterprises.The so-called OTM refers to one model where the enterprise focuses on the market demand oriented, the establishment of long-term planning in human resources management, setting up a system of talent reserve with higher vocational colleges and universities to build a "common education" platform together. Through personnel training agreement, both college and enterprise integrate respective resources. The enterprise provides training software, cases, funds, personnel, sales channels, whilehigher vocational college acts as the order class talent provider, preparing school training venues, equipment, funds, "double teacher type" teachers, jointly discussing personnel training programs, developing curriculums and teaching materials, building up teams of teachers, implementing teaching activities, setting practice bases, evaluating employee performance, etc.This paper is divided into five chapters to research on OTM.The first chapter is an introduction, including research background, significance, the core concepts, objectives, contents, methods and innovations.The second chapter is the basic theory of human capital research and an overviewof orders for training model, elaborating Schultz’s, Becker’s and Denison’s humancapital theory.The third chapter is to analyze enterprise’s OTM Model, elaborate the current situation of OTM and questionnaire survey data.The fourth chapter is the potential problems of OTM. Survey data shows inadequate understanding for OTM, the loss of a large amount of new employees, differences in demand and the number of training classes, a gap between the demand for reality quality and simulation practice, the analysis of enterprise and colleges’ not having yet reached a deeper order training mode, also of the weak cooperation between the two sides.The fifth chapter is to improve recommendations of OTM, elaborating the actual needs of enterprise-based, the order modes, the same importance of the quality of education and practice, making more meticulous service to ensure the effectiveness of college-enterprise cooperation, strengthen communication, and establish deep school-enterprise cooperation mechanisms.