| The network communication industry has entered a period of rapid development since 2000 and has been a significant part of world’s informatization and technicalization.The development of the industry drives an increasing demand for human resource,thus promoting various methods of attracting talents,among which school-enterprise order-type training mode,one of the most efficient training and delivering methods gains popularity.However,with the rapid update of technology,the original order-type training mode is becoming less effective.Being short of skilled personnel leads to the increasing mobility and even to vicious competition.It is extremely important to reshape,optimize and improve the order-type training mode to regain its effectiveness.Company H as the leading company in the industry should set an example for other companies to solve the problem.This paper takes Company H as a subject and analyzes its order-type training for skilled personnel.To optimize and improve its training links from the perspective of training cycle in order to raise efficiency,restore the function of mass delivery and finally realize the goal of meeting the demand for talents.This paper tries to analyze the main reasons for the invalidity in school-enterprise order-type mode by analyzing H Company’s demand for skilled employees and its past training through expert interviewing and other methods based on Competence Theory and Training Demand Theory.The problem of the training mode lies mainly in the unclear demand standards of order-type talents training.It is shown in different standards for talents required in the company and talents trained in school.Company’s change in demand resulted in school training falling behind.The training plan is imperfect which is shown in the lack of primary training for trainees and the unevenness of the training quality.Planning period is too short to meet the delivery requirement which leads to the high rate of brain draining.Training content and methods couldn’t match the requirement for the position in the company which is shown in the lack of coherent training from school to company.And theoretical training is out of integration of practical training.The underdeveloped evaluation system for cultivating talents is shown in the obscure evaluation standard and system.This paper aims to put forward some improvement approaches through organization and designation,expert interviewing,sorting information,induction and other methods to solve the problems mentioned above.The approaches include building competency model,making the training dimension for skilled employees clear and clarifying the competency requirements for skilled employees through staff-post analysis.To set a training goal for schools based on the competency dimension,to optimize the training plan,and to elaborate training details,such as distinguishingly different levels of training based on different technical ranks,adjusting training cycle based on the training intensity,bringing orientation forward and changing training situation.To improve training content in view of competency,such as dividing and refining the training content based on its feasibility by applying iceberg model,optimizing the curriculum structure,innovating training style and strengthening the school-enterprise integration training.To improve evaluation system of talents training from the perspective of Competence Theory,such as improving evaluation system for the effect of entire training process,reinforcing evaluation feedback and motivation function.By comparing the training mode before and after the improvement,the author not only solved the main problems mentioned above,relieving the pressure of employment for H Company,but also set an example for other companies of the same kind.It has certain reference significance to those companies to meet employment needs.It is widely referenced to discover,analyze and solve the problems based on the Competence Theory and Training Demand Theory. |
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