Research On The Optimization Of Training System For Middle Managers Of The No.7 Construction Engineering Co,Ltd. Of Gui Zhou Construction Engineering Group

Under the wave of deepening the reform in an all-round way,the No.7Construction Engineering Co.,Ltd.of Guizhou Construction Engineering Group has completed the reform and restructuring from a wholly state-owned enterprise to a mixed ownership enterprise.However,with the increasingly fierce market competition in the construction industry,the market is becoming more and more transparent.If the No.7 Construction Engineering Co.,Ltd.of Guizhou Construction Engineering Group wants to achieve a qualitative leap after the reform,high-quality human resources are the key to win.As the backbone of an enterprise and the executor of strategic decision,the professional quality and working attitude of middle-level managers directly affect the management efficiency and economic benefits of enterprises.With the continuous development of the enterprise,coupled with the aging average age of middle-level managers and the overall low level of education,to a certain extent,has affected the operation and development of the No.7 Construction Engineering Co.,Ltd.of Guizhou Construction Engineering Group.Therefore,how to improve the ability and quality of middle-level managers through training,maintain the stability of middle-level management team,and realize the sustainable development of enterprises is imminent.This study takes the middle-level managers of the No.7 Construction Engineering Co.,Ltd.of Guizhou Construction Engineering Group as the research object,summarizes the current situation of the training system of middle-level managers by consulting relevant literature,combining with questionnaire survey and field interview,analyzes the problems in the training system from four aspects of training demand,training plan,training plan implementation and training effect evaluation,and analyzes the causes of the problems.According to the principles of strategy,systematization,effectiveness and pertinence,the training needs of middle-level managers are analyzed by using the three-level training demand analysis model,and the training plan and implementation are optimized from the aspects of training courses,training teachers,training methods,training places and training arrangements,and the training effect is evaluated by Kirkpatrick four-level evaluation method to optimize the training system of middle-level managers.Finally,from the system,resources and cultural construction three aspects of the implementation of the training system for middle-level managers put forward safeguard measures.I hope that this research can provide reference for the training system research of middle-level managers in similar construction enterprises,and provide reference for the training work of middle-level managers of enterprises.