摘 要
随着信息技术的迅猛发展和全球经济的深度融合，企业数字化转型已成为不可逆转的趋势。数字化转型不仅关乎技术层面的升级，更涉及企业战略、组织架构、运营模式以及企业文化的深刻变革。因此，本文旨在探讨企业数字化转型过程中的人才短缺问题及其培养策略。首先，分析了数字化转型背景下企业面临的技术人才、管理人才及创新人才短缺的现状及原因。随后，结合相关理论和企业实践，提出了包括加强校企合作、建立内部技术培训系统、引入数字化管理培训项目、鼓励跨部门交流与合作以及完善培训机制等在内的多元化人才培养对策。通过这些对策的实施，企业可以有效缓解人才短缺问题，提升员工数字化素养和创新能力，为数字化转型提供坚实的人才支撑。
关键词：企业数字化转型 人才短缺 技术创新
Abstract
With the rapid development of information technology and the deep integration of the global economy, the digital transformation of enterprises has become an irreversible trend. Digital transformation is not only related to the upgrading of technology, but also involves the profound changes of corporate strategy, organizational structure, operation mode and corporate culture. Therefore, this paper aims to discuss the talent shortage and its training strategies in the process of its digital transformation. Firstly, the current situation and reasons of the shortage of technical talents, management talents and innovative talents faced by enterprises under the background of digital transformation. Subsequently, combined with relevant theories and enterprise practice, the diversified talent training countermeasures were put forward, including strengthening school-enterprise cooperation, establishing internal technical training system, introducing digital management training programs, encouraging cross-department exchanges and cooperation, and improving the training mechanism. Through the implementation of these countermeasures, enterprises can effectively alleviate the problem of talent shortage, improve the digital literacy and innovation ability of employees, and provide a solid talent support for the digital transformation.
Key words:Digital transformation of enterprises; talent shortage; technological innovation
目 录
摘 要 I
Abstract II
第1章 绪论 1
1.1 研究背景和意义 1
1.2 国内外研究现状 1
第2章 相关理论概述 3
2.1 企业数字化转型的理论框架 3
2.2 人才培养与管理理论 3
第3章 企业数字化转型中的人才短缺问题 4
3.1 技术人才短缺的问题 4
3.2 管理人才短缺的问题 4
3.3 创新人才短缺的问题 5
3.4 培训机制不完善的问题 6
第4章 企业数字化转型中的人才培养对策 7
4.1 技术人才培养的对策 7
4.2 管理人才培养的对策 7
4.3 创新人才培养的对策 8
4.4 完善培训机制的对策 9
第5章 结论 10
参考文献 11
致 谢 12
随着信息技术的迅猛发展和全球经济的深度融合，企业数字化转型已成为不可逆转的趋势。数字化转型不仅关乎技术层面的升级，更涉及企业战略、组织架构、运营模式以及企业文化的深刻变革。因此，本文旨在探讨企业数字化转型过程中的人才短缺问题及其培养策略。首先，分析了数字化转型背景下企业面临的技术人才、管理人才及创新人才短缺的现状及原因。随后，结合相关理论和企业实践，提出了包括加强校企合作、建立内部技术培训系统、引入数字化管理培训项目、鼓励跨部门交流与合作以及完善培训机制等在内的多元化人才培养对策。通过这些对策的实施，企业可以有效缓解人才短缺问题，提升员工数字化素养和创新能力，为数字化转型提供坚实的人才支撑。
关键词：企业数字化转型 人才短缺 技术创新
Abstract
With the rapid development of information technology and the deep integration of the global economy, the digital transformation of enterprises has become an irreversible trend. Digital transformation is not only related to the upgrading of technology, but also involves the profound changes of corporate strategy, organizational structure, operation mode and corporate culture. Therefore, this paper aims to discuss the talent shortage and its training strategies in the process of its digital transformation. Firstly, the current situation and reasons of the shortage of technical talents, management talents and innovative talents faced by enterprises under the background of digital transformation. Subsequently, combined with relevant theories and enterprise practice, the diversified talent training countermeasures were put forward, including strengthening school-enterprise cooperation, establishing internal technical training system, introducing digital management training programs, encouraging cross-department exchanges and cooperation, and improving the training mechanism. Through the implementation of these countermeasures, enterprises can effectively alleviate the problem of talent shortage, improve the digital literacy and innovation ability of employees, and provide a solid talent support for the digital transformation.
Key words:Digital transformation of enterprises; talent shortage; technological innovation
目 录
摘 要 I
Abstract II
第1章 绪论 1
1.1 研究背景和意义 1
1.2 国内外研究现状 1
第2章 相关理论概述 3
2.1 企业数字化转型的理论框架 3
2.2 人才培养与管理理论 3
第3章 企业数字化转型中的人才短缺问题 4
3.1 技术人才短缺的问题 4
3.2 管理人才短缺的问题 4
3.3 创新人才短缺的问题 5
3.4 培训机制不完善的问题 6
第4章 企业数字化转型中的人才培养对策 7
4.1 技术人才培养的对策 7
4.2 管理人才培养的对策 7
4.3 创新人才培养的对策 8
4.4 完善培训机制的对策 9
第5章 结论 10
参考文献 11
致 谢 12
