基于Goldstein模型的员工培训绩效分析

Performance analysis based on goldstein model: a case study of a machinery making company

绩效分析是绩效模型的第一步,Goldstein模型是最广泛采用的模型。采用现存数据分析、需求分析和知识工作分析三种方法,讨论某机械公司的培训需求,总结Goldstein模型的缺点和局限性,并寻求改进方法。采用Goldstein模型进行绩效分析时发现,组织分析时忽略了组织环境的分析,没有重视员工自身的情感需求和精神需求,最重要的是缺乏具体的可操作性的分析方法。在实际运用Goldstein模型时需进行组织环境分析,同时需要结合其他理论和模型,提出具有较强操作性的指标。对XX机械公司的培训系统提出几点建议:完善培训制度,明确规定培训对象、培训方法和培训评估等;定期更新多媒体设备和培训室;重视老员工和实际动手能力的培训;从多角度评价员工,建立多重评价标准。

Performance analysis is the first step of the performance model, and Goldstein model is the most widely used model in performance analysis. This study chooses three methods, which are present data analysis, needs analysis and knowledge work analysis aims to discuss the training needs of a machinery making company. The study analyzes the limitations of Goldstein model and gives suggestions about how to improve it. In addition, performance analysis with Goldstein model found that it ignored the organizational environment during the analysis of organization, requests, and the most important thi and did not pay attention to employee＇s own emotional and spiritual ng involved in the model is the lack of specific operational methods of analysis. Goldstein model in the practical application of environmental analysis is required to organize, while making a strong operational indicators with a combination of other theories and models, the company＇s training system of XX machinery should adopt several proposals： Improve the training system; clear the training objects, training methods and training evaluation; update the multi-media equipment and training rooms regularly; pay attention to older employees and the practical ability establish the multiple evaluation criteria. of the training; evaluate the staff from various angles,