摘要日益激烈的人才竞争要求企业加大对培训的投入，但企业出于种种顾虑不愿投入。而建立基于员工绩效提升的培训体系，将培训需求的重点放在影响组织绩效的个体绩效需求、薄弱环节和工作的问题上，这使得企业的培训更具针对性和实效性，企业也就不需要反复衡量培训是否值得。本文以理论讨论为主、实践例证为辅。通过查阅大量的中外文文献，包括培训理论、学习型组织和绩效管理等，在总结前人讨论和分析企业培训存在的问题的基础上，首先明确了培训对于组织绩效的意义和对于员工绩效提升的价值。在此基础上，提出建立驱动员工绩效的培训体系。将培训与员工绩效结合起来，主要深化探讨驱动员工绩效的培训体系如何围绕员工绩效提升来设计培训课程、选择合适的培训方法、有效转化和评估培训成果,以至实现既提高员工的能力、又帮助企业解决绩效问题。关键词：培训；员工绩效；绩效提升 AbstractDay by day the intense competition for talented people requests enterprises enlarge to the training investment, but the enterprises are not willing to invest it from all sorts of worries. But establishing training system based on staff’s performance promotion will place the pivot of training needs to individuals’ performance needs, the weak link and work that influence organization achievements. This makes enterprises’ training more relevant and more effective, and the enterprise also does not need to weigh repeatedly trains whether to be worth. This article takes theoretical research primarily and practical illustration as auxiliary. Through reading a large number of Chinese and foreign-language literature which include training theory, learning organization and performance management, then based on summary of predecessors’ research and analysis of existing enterprises’ training problems, the author nails down the value of training for the organizational performance and staff’s performance improvement. On this basis, proposing the establishment of staff’s performance-driven training sys...
