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英国毕业论文范文

论文作者:www.51lunwen.org论文属性:硕士毕业论文 dissertation登出时间:2014-08-24编辑:felicia点击率:10797

论文字数:8651论文编号:org201408241100467952语种:英语 English地区:中国价格:免费论文

关键词:培训人力资源部门知识技能Traininglearning processknowledge

摘要:本文是一篇英国硕士毕业论文范文。培训是广泛使用的一个学习过程,员工通过培训获得新的技能,知识和能力。在这个快速变化的世界,培训好像锚和生命线,对员工起着重要的指导和促进作用。本文简要分析培训学习过程的重要性。

摘要

培训是广泛使用的一个学习过程,员工通过培训获得新的技能,知识和能力。在这个快速变化的世界,培训好像锚和生命线。作为一个锚,它有一个清晰的、集中的目标,作为一个生命线,它能够促进员工跟上变化的步伐,甚至直接关乎企业的生存和成功。


然而,投资培训似乎未得到充分利用。许多公司不评价培训项目的影响。许多人力资源部门(HRD)相信他们已经完成了他们的责任,履行了他们的义务,他们已经完美地为员工组进行了相关课程的培训。通过分析广泛的文献检索后发现,对于培训课程,许多企业没有系统的评价或跟进,因此无法确保学员是否在实践期间获得所需的知识和技能。人力资源(HR)经理认为,确保员工将学习付诸实践是教练和主管部门的职责,但他们否认这一责任,并对HRD追究责任。


Abstract

Training is widely used as a learning process whereby employees acquire new skills, knowledge and competence. In this fast changing world, training can be both an anchor and a lifeline. An anchor if it has a clear, focused objective, and a lifeline if it enables employees to keep up with the pace of change and allows companies to survive or even succeed.


However, investment in training appears to be under-utilized. Many companies do not evaluate the impact of training programs. Many Human Resources Department (HRD) believe that they have fulfilled their duty of care after organizing training courses for employees. After an extensive literature search, it was found that many companies do not have a system of evaluation or follow-ups to ensure that trainees put into practice the knowledge and skills acquired during training programs. Human Resource (HR) managers believe that it is the responsibility of the trainer and the Head of department to ensure that employees put the learning into practice. But both of them deny this responsibility and hold the HRD accountable.


It is in this context that the aim of this study is to investigate the effectiveness of training at the Hong Kong and Shanghai Banking Corporation Ltd (HSBC). This study uses exploratory as well as descriptive research designs. Survey research was conducted by way of a questionnaire among a sample number of employees who followed training courses and a face-to-face interview with the Recruitment and Development manager. The interview was audio taped, and the data obtained from the questionnaire was analysed using Statistical Package for the Social Sciences (SPSS) version 16.


The study reveals that while the employees including the Recruitment and Development manager acknowledge the importance of training, unfortunately there is not a specific evaluation system and follow-ups ensuring that the learning is transferred back into the workplace. It is also discovered that while HSBC is planning to use more e-learning as a method of training, most employees prefer classroom-based, raising serious concerns over training effectiveness at HSBC. Focusing only on this study, it can be concluded that training at HSBC is not completely effective. However more in-depth research could be conducted to compare the effectiveness of different training methods available at HSBC


1.0 Introduction

A hundred years ago, change was slow, like the steady flow of an untroubled river. The world is now a much different place to what it was even ten years ago. Most of the time the changes are unpredictable. The current global financial crisis is a vivid proof that the world does not stand still. With approximately eighteen banks currently operating in Mauritius, the banking sector is exposed to increasing levels of intern论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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