Organizational Performance Oriented Wacker Training System Research

With the fast increasing of economy in China market, it urges enterprise to enhancethe demand and quality for talents. As an important tool of talent development, enterprisetraining plays a significant role in facing a fierce market competition. The concept oforganization performance has always been used in organizational performance-orientedtraining, appraises the training process and training results, especially actual trainingperformance, which improves training contributions to business and enables real humanresource capital value-added, not simply perform training for training. Traditionalenterprise training usually only considers individual employee development needs orenterprise short-term business development needs, but ignores the employee careerdevelopment and enterprise long-term development needs, it doesn’t reach the goodtraining results. The organizational performance-oriented training system used scientifictheory and practical method to arrange training contents by learning map andcompetency model through effective training needs analysis from organization targetsand individual employee career development path, it makes employees clearlyunderstand what they needs in difference phase and motivate them to learn. Integratedwith my working experience, I firmly believed that enterprise training should strengthenthe training needs analysis、training contents design、training follow up and trainingperformance evaluation.The thesis is composed by seven parts. The first parts includes meaning、method andapproach of the thesis and so on. The second part mainly makes a review of relativeresearch. The third part introduces the current situation and features of human resource inChina. The fourth part analyzes the efficiency of training system under WACKER HRstrategy. The fifth part introduces a new concept of training system and implement to oneWACKER business unit, which efficiently link organizational performance to enterprisetraining. Chooses one sales position to implement the new training system that identifythe performance development needs by balance score card、calibrate the training needsby performance development needs、setup learning map by competency model and evaluate the training results by five level training evaluation method. The sixth partexplains the results of the research that are achievement and improvement actions. Theseventh part points out the innovations and limitations and makes suggestions for futurestudy.