Li Ning Company Training Management Empirical Research

Research BackgroundIn 21st centuries, we must face the rising of knowledge-based economy and the severe market competitions. And all international competitions focus on how to interest talented employees.Peking Lin Ning athletics Things limited Company is set up by the gymnastics prince---Li Ning, in 1990. It has become a professional athletics things company during the past ten years, having several series of athletics cloth, shoes and exercise machines, and so on.With its growing and employees' rising, some problems problem and disadvantages on its training management appeared. Based on this background, this thesis offers an improvement model for Li Ning company's training management system by researching and analyzing its current training management. Also hopes to provide some useful reference for other Chinese enterprises.Construction and Main PointsFigure 1 shows the thesis's construction Figure 1:The Thesis Construction Chapter One, introduces some related theories, including concepts of human resource management, training management and the standardize program of modern training by Chinese Standardize Organization. According to this program, training consists of 4 stages: Training needs Analysis Stage, Training plan Stage, Training practice Stage and Training result Valuation stage. Chapter Two, introduces the research background. Firstly, introduces Li Ning Company's basic information and its organization construction, analyzes employee's situation, including educational background, age, managers and personnel flow. Finally, introduces the current training condition, including 2002 training summarization and 2003 training plan. Chapter Three, introduces some information about how to design, practice and analyze data collecting from the questinnaire inquisition. Li Ning Company's training system's building, training need analysis, training practice, its results and its influence are all analyzed in the collection. Employee's suggestion are also gathered in the final part. From the data, we can find the training system has been set up and paid close attention to. While, there are still some disadvantages as: no training need analysis, retraining, losing training aims, high budget, no training result valuation. Chapter Four, provides some suggestion on how to settle such problems by adopting Training needs Analysis Program Design in first stage, training need analysis; adopting Zero Budget Method in second stage, training practice; adopting Employee Training Approval Valuation and Company Training income Valuation in the last stage, Training Result Valuation.