摘要
在人類步入二十一世紀(jì)之際，世界步入一個新的時代一知識經(jīng)濟時代，人力資
源已成為第一資源，人才成為企業(yè)致勝的關(guān)鍵因素。企業(yè)培訓(xùn)也從過去的邊緣地位上
升到中心地位。
隨著中國加入世界貿(mào)易組織，估計未來中國物流業(yè)的年增幅將在2%7以上，而隨
著國外一流的外資物流企業(yè)相繼進入大陸，市場競爭也更加激烈。新科安達公司作為
第三方物流企業(yè)，在嚴(yán)峻的市場競爭中同樣面臨著行業(yè)發(fā)展的機遇和挑戰(zhàn)，而市場的
競爭歸根到底是人的競爭。由于我國物流行業(yè)起步較晚，市場上物流人才缺乏，企業(yè)
物流人才流失問題嚴(yán)重。面對日益激烈的市場競爭和巨大的人才危機，新科安達公司
越發(fā)認(rèn)識到了人是一種最具有活力，最具有投資價值的資源。培訓(xùn)員工，提高員工素
質(zhì)，正逐漸成為新科安達未來幾年的重點工作之一。
雖然新科安達在實踐中摸索出了一套培訓(xùn)的模式，但從總體上看，該公司的培訓(xùn)
現(xiàn)狀并不十分理想，還存在諸多待解決的問題:全員對人力資源培訓(xùn)的重視不夠，沒
有形成企業(yè)培訓(xùn)文化，培訓(xùn)體系不夠完善，培訓(xùn)與人力資源管理的其他職能脫節(jié)。
本文以系統(tǒng)管理理論、PD以循環(huán)理論、培訓(xùn)需求評價理論、學(xué)習(xí)理論和多標(biāo)準(zhǔn)評
估系統(tǒng)理論為理論基礎(chǔ)和指導(dǎo)思想，結(jié)合發(fā)達國家成功企業(yè)的培訓(xùn)經(jīng)驗，對新科安達
的人力資源培訓(xùn)現(xiàn)狀進行分析。制定了人力資源培訓(xùn)解決對策:新科安達人力資源培
訓(xùn)工作首先要注重企業(yè)培訓(xùn)文化的塑造，營造學(xué)習(xí)型組織;要與新科安達的經(jīng)營戰(zhàn)略
保持一致，注重培訓(xùn)的超前性;加強培訓(xùn)部門建設(shè):建立一套有效的人力資源培訓(xùn)管
理模式:完善員工培訓(xùn)系統(tǒng);最后提出了員工培訓(xùn)要與績效考核、員工職業(yè)生涯管理
等其他管理職能有機結(jié)合等觀念。
關(guān)鍵詞:新科安達，人力資源，培訓(xùn)，培訓(xùn)系統(tǒng)，培訓(xùn)文化

第一章引言····················································································……1
第一節(jié)選題的意義·································································……“·’1
一現(xiàn)代企業(yè)發(fā)展離不開人力資源培訓(xùn)····································……1
二新科安達加強人力資源培訓(xùn)的迫切性·································……2
第二節(jié)研究目的·····································································……2
第三節(jié)研究思路與結(jié)構(gòu)安排······················································……3
第二章現(xiàn)代企業(yè)人力資源培訓(xùn)理論綜述·············································……4
第一節(jié)人力資源培訓(xùn)的界定······················································……4
第二節(jié)企業(yè)人力資源培訓(xùn)相關(guān)理論綜述·······································……4
一系統(tǒng)管理理論·······························································……4
二PocA循環(huán)理論··························································……”‘”5
三培訓(xùn)需求評價系統(tǒng)化理淪························，·······················……6
四學(xué)習(xí)理論·····································································……6
五效果評估理論····································，··························……8
第三節(jié)論文研究理論框架·················································……””’9
第三章發(fā)達國家企業(yè)人力資源培訓(xùn)經(jīng)驗與啟示····································……10
第一節(jié)發(fā)達國家企業(yè)人力資源培訓(xùn)經(jīng)驗·······································……10
一美國···········································································……10
二日本········，··································································……H
三德國···········································································……n
第二節(jié)發(fā)達國家人力資源培訓(xùn)的啟示··········································……13
第四章新科安達人力資源培訓(xùn)現(xiàn)狀和存在的問題····································……巧
第一節(jié)新科安達概況··································································……巧
第二節(jié)新科安達人力資源培訓(xùn)現(xiàn)狀················································……18
一培訓(xùn)需求分析·································，···············..