企业培训对象选择及培训收益分配的研究.doc

摘  要  在经济全球化的今天，市场竞争日益激烈，人力资源优势是企业的核心竞争力。人力 资源只有不断的升级才能保持这种优势。因此，员工培训越来越受到企业的重视。然而， 现实情况令企业非常沮丧：第一、培训效果不佳；第二、培训后的员工流失率高。这让企 业不愿对员工进行培训，但是如果企业要跟上时代的发展就必须对其员工不断的进行培训。 培训效果不佳以及流失率高的原因是多方面的。其一、培训对象的选择没有把好关。 其二、培训收益的分配不合理。尽管培训是人力资源管理中非常重要的一环，但是在这两 方面的研究却很薄弱，特别是在培训收益的分配方面以往的研究鲜有涉及。本文着重研究 以上这两个问题。 本文的创新之处有：第一、用层次分析法(AHP)选择培训对象。第二、通过博弈论理论 研究培训收益在员工与企业之间的分配。 论文运用了文献研究法、比较法、定性和定量结合的研究方法，创造性的给出了选择 培训对象的方法，以及培训收益在员工与企业之间的分配比例。 关键词：层次分析法; 博弈论;培训对象的选择;培训收益的分配 2 Abstract In the economic globalization today, market competition is gradually fierce, so the advantage of human resources becomes the core competition of enterprise. Only through escalating ceaselessly can human resources keep this advantage. Therefore, employees training arouse more and more attention from enterprises. However, it is very frustrating for the enterprises to face the reality. Firstly, training effect is not nice; secondly, after training the employees are in the high running off rate, which let employers be reluctant to carry out training on the employees. But if enterprises need to keep in step with the times they must carry out training continuously. There are many reasons in the poor effect of training and the high running off rate. First, in terms of the selection of training objects, many enterprises have not done it well. Second, the distribution of training income is unreasonable. Although training is an important ring in the Human Resource Management, the researches on these two aspects are of weakness to a degree. Especially, the past research is seldom related to the distribution of training income. This paper will especially concentrate on studying the two problems .This article is innovated on two points following: first, adopt Analytic Hierarchy Process to select training object; second, adopt the game theory to study the training income distribution between employees and enterprises In the paper, some methods as literature research, comparison research and quality ＆ quantity research will