摘 要：随着企业竞争环境日益复杂，员工能力提升成为组织可持续发展的关键。本研究基于胜任力模型理论，旨在构建一套科学、系统的员工培训体系，以满足企业战略需求和员工个人发展要求。研究采用文献分析法、问卷调查法和案例研究法相结合的方式，首先通过系统梳理国内外相关研究，明确胜任力模型的核心要素及其在培训中的应用路径；其次，设计并验证了针对特定行业企业的胜任力评估工具，为培训内容的精准定位提供依据；最后，结合实际案例，提出了一套包含目标设定、课程开发、效果评估等环节的闭环培训体系。研究表明，基于胜任力模型的培训体系能够显著提高员工能力与岗位需求的匹配度，并增强组织绩效。本研究的创新点在于将动态胜任力评估融入培训全过程，实现了个性化培训方案的设计与实施，同时为同类研究提供了可借鉴的操作框架，具有重要的理论价值和实践意义。
关键词：胜任力模型；员工培训体系；动态评估
Abstract：As the business competition environment becomes increasingly complex, enhancing employee capabilities has become a key factor for organizational sustainable development. This study, grounded in competency model theory, aims to construct a scientific and systematic employee training system that aligns with both corporate strategic needs and individual employee development requirements. By integrating literature analysis, questionnaire surveys, and case studies, this research first systematically reviews relevant domestic and international studies to clarify the core elements of competency models and their application pathways in training. Second, it designs and validates a competency assessment tool tailored for specific industry enterprises, providing a basis for precise training content positioning. Finally, based on practical cases, a closed-loop training system is proposed, encompassing stages such as goal setting, curriculum development, and effectiveness evaluation. The findings indicate that a training system based on competency models can significantly improve the alignment between employee capabilities and job requirements while enhancing organizational performance. The innovation of this study lies in integrating dynamic competency assessment throughout the entire training process, enabling the design and implementation of personalized training programs. Additionally, this research provides an operable fr amework for similar studies, contributing both theoretical value and practical significance.
引言 1
一、胜任力模型理论基础研究 1
(一)胜任力模型的概念与内涵 1
(二)胜任力模型的发展历程 2
(三)胜任力模型在企业中的应用 2
二、企业员工培训现状分析 3
(一)当前企业培训体系的特点 3
(二)培训体系存在的主要问题 3
(三)胜任力视角下的培训需求 4
三、基于胜任力模型的培训体系构建 4
(一)胜任力模型与培训目标设定 4
(二)培训内容的设计与开发 5
(三)培训方式的选择与优化 5
四、培训体系实施与效果评估 6
(一)培训体系的实施路径 6
(二)培训效果的评估方法 6
(三)持续改进机制的建立 7
结论 7
参考文献 9
致谢 9
关键词：胜任力模型；员工培训体系；动态评估
Abstract：As the business competition environment becomes increasingly complex, enhancing employee capabilities has become a key factor for organizational sustainable development. This study, grounded in competency model theory, aims to construct a scientific and systematic employee training system that aligns with both corporate strategic needs and individual employee development requirements. By integrating literature analysis, questionnaire surveys, and case studies, this research first systematically reviews relevant domestic and international studies to clarify the core elements of competency models and their application pathways in training. Second, it designs and validates a competency assessment tool tailored for specific industry enterprises, providing a basis for precise training content positioning. Finally, based on practical cases, a closed-loop training system is proposed, encompassing stages such as goal setting, curriculum development, and effectiveness evaluation. The findings indicate that a training system based on competency models can significantly improve the alignment between employee capabilities and job requirements while enhancing organizational performance. The innovation of this study lies in integrating dynamic competency assessment throughout the entire training process, enabling the design and implementation of personalized training programs. Additionally, this research provides an operable fr amework for similar studies, contributing both theoretical value and practical significance.
Keywords: Competence Model；Employee Training System；Dynamic Assessment
引言 1
一、胜任力模型理论基础研究 1
(一)胜任力模型的概念与内涵 1
(二)胜任力模型的发展历程 2
(三)胜任力模型在企业中的应用 2
二、企业员工培训现状分析 3
(一)当前企业培训体系的特点 3
(二)培训体系存在的主要问题 3
(三)胜任力视角下的培训需求 4
三、基于胜任力模型的培训体系构建 4
(一)胜任力模型与培训目标设定 4
(二)培训内容的设计与开发 5
(三)培训方式的选择与优化 5
四、培训体系实施与效果评估 6
(一)培训体系的实施路径 6
(二)培训效果的评估方法 6
(三)持续改进机制的建立 7
结论 7
参考文献 9
致谢 9
