摘 要
20 世纪 70 年代，哈佛大学心理学家戴维.麦克莱兰（David C. Mc Clelland）在其《测量胜任特征而非智力》中首次提出了胜任素质的概念，随后学术界对于胜任力理论的研究以及在实践中的探索日益增多，培训讲师作为培训行业中最重要的人力资本，其素质对于培训行业的发展具有重要意义。
本文选择胜任素质理论及方法在培训行业内部核心员工——培训讲师的培训体系构建中的应用为研究对象，构建了一套讲师员工培训体系。首先，本文回顾了国内外学术界对员工培训和讲师胜任力模型理论的研究，相对于一般意义上的讲师和培训师，分析了本文研究对象——培训讲师的特征，对目前培训机构的培训现状进行了分析。之后针对新东方培训机构构建了相应的内部培训讲师的胜任力模型，并编制了胜任力测量问卷，抽取样本进行问卷调查与结果统计分析，判断其胜任素质差距及原因，做出详实的培训需求分析，结合现有体系中存在的问题，编制详细的培训计划与内容，设定了目标与对象等，并确定了实施过程中的组织方式、培训频次，过程实施保障，最后确定了培训评估的原则，并设计了评估方案等，构建了新东方培训机构的内部讲师培训体系。
本文系统地探讨了胜任力理论及相关模型在培训行业员工培训过程中的应用，提出了改进培训行业尤其是新东方培训机构的员工培训实践的新思路和方法，既有利于拓展企业员工培训理论研究的视野和胜任特征理论及方法的应用范围，也有利于提高企业员工培训的有效性。
关键词：胜任力；培训机构；培训体系
In the 70s of the 20th century, Harvard University psychologist David. McClelland (David C. MC Clelland) in the “measurement of competency rather than intelligence” firstly puts forward the concept of competency, then academia for competency theory research and in the practice exploration increasing, teacher training as training industry is one of the most important human capital, the quality for the development of training industry has important significance.
In this paper, the theory and methods of competency theory and methods in the training of core employees in the industry – training teachers’ training system for the study of the application of the construction of a set of teacher training system. First of all, this paper reviews the academic circles at home and abroad for training employees and teachers competent force model theory research, compared with the general meaning of teachers and trainers, the analysis of the characteristics of the research object in this paper, training teachers, training institutions on the current status of the training were analyzed. After training organization to X to construct the corresponding internal training teachers competent force model, and the preparation of the competency questionnaire, the sample of questionnaire investigation and statistics analysis, judge the competency gap and reason, make a detailed training demand analysis, combined with the problems existing in the current system, prepare detailed training plan and content, set the aim and object, and determines the implementation process of the organization, training frequency, guarantee for the implementation of the process are determined. Finally, the principle of training evaluation, and design the scheme evaluation and construction of the X training institutions teacher training system.
This paper systematically discusses the application of competence theory and related models in the process of training industry staff training, put forward the improvement training industry, especially the new thinking and method for X training institutions of staff training in practice, not only to expand the vision of research on the theory of enterprise staff training and qualified for the application range of the characteristic theory and method, to improve the effectiveness of employee training in enterprise.
KEY WORDS： Competency; Training institutions; Training system
目 录
ABSTRACT………………………………………………….. 2
1.2主要研究内容和技术方法……………………………….. 6
2讲师胜任力模型构建的相关理论基础……………………………. 8
2.2培训行业的讲师相关概念……………………………….. 9
2.2.2培训机构的培训讲师概念………………………….. 10
2.3培训讲师胜任力模型研究理论基础……………………….. 11
2.3.1一般讲师胜任力研究理论基础………………………. 11
2.3.2培训师胜任力研究理论基础………………………… 12
2.3.3一般讲师、培训师与培训讲师胜任力的异同……………. 13
3培训行业讲师胜任力模型构建现状研究…………………………. 14
3.1国内培训行业讲师培训现状…………………………….. 14
3.2新东方培训机构讲师培训体系现状……………………….. 16
3.2.1 新东方培训机构情况概述…………………………. 16
3.2.2新东方培训机构讲师培训现状分析…………………… 17
3.3基于胜任力的培训体系构建路径…………………………. 18
3.3.1培训体系构建原则……………………………….. 18
3.3.2培训体系构建路径……………………………….. 19
3.4培训讲师胜任力模型的构建…………………………….. 20
3.4.1新东方培训机构讲师胜任力模型初步构建……………… 21
3.4.2胜任力测验问卷的制定……………………………. 22
3.4.3基于胜任力模型的培训需求分析…………………….. 23
4新东方培训机构讲师胜任力模型优化建议……………………….. 28
4.1改变人力资源部定位………………………………….. 28
