Introduction: The basic structure of graduation thesis consists of preface, theory and conclusion. The preface and conclusion in the middle of the outline should be short. Below I have compiled the graduation thesis outline template of human resources, welcome to refer to it!
Introduction to Chapter 1
1. 1, research background and problems.
1.2, research ideas and framework
1.2. 1, research ideas
1.2.2, research framework
1.3, research contents and methods
1.3. 1, research content
1.3.2, research methods
1.4, research purpose and significance
1.4. 1, research objective
1.4.2, research significance
Chapter 2 related theory and literature research
2. 1, concept definition
2. 1. 1, training overview
2. 1.2, the definition of satisfaction
2. 1.3, the definition of training satisfaction
2.2. Summary of research on training satisfaction at home and abroad.
2.2. 1, on the theoretical basis of training satisfaction research
2.2.2 Research on Training Satisfaction and Enterprise Performance
2.2.3, training satisfaction factor analysis. Dimension research.
Chapter III Status of Group Training Satisfaction
3. 1, background introduction of a group company
3. 1. 1. Basic information of the group company
3. 1.2, the importance of training satisfaction to group a.
3.2, group training satisfaction status
3.2. 1, human resources of a group
3.2.2, group training satisfaction status
Chapter Four: A Group Training Satisfaction Survey.
4. 1, make an investigation plan
4. 1. 1, investigation purpose
4. 1.2, scope of investigation
4. 1.3, investigation method and time
4.2. Statistical analysis of training satisfaction of Group A..
4.2. 1, the overall analysis of the questionnaire
4.2.2.a overall situation of training satisfaction survey in Group A..
4.2.3. Statistical comparative analysis of training satisfaction in different industries.
4.2.4, investigation conclusion
4.3. Organize interviews on the satisfaction of middle and high-level training.
4.3. 1, interview outline
4.3.2, interview content
4.3.3, interview results
Chapter 5: Analysis of the causes of training satisfaction in Group A..
5. 1, unscientific training budget
5. 1. 1, training budget requirements
5. 1.2, current practices and shortcomings
5.2. The training plan lacks pertinence and poor operability.
5.2. 1 training plan requirements
5.2.2. Current practices and shortcomings
5.3. Underutilization of training results.
5.3. 1, the significance of employee training results as performance appraisal indicators.
5.3.2. Current practices and shortcomings
Chapter six, the countermeasures of training satisfaction in group A.
6. 1. Allocate training resources according to the group strategy and the survey results of training needs.
6. 1. 1. Determine the training resource allocation direction according to the group strategy.
6. 1.2. Proportion of training resources allocated according to the results of training demand survey.
6.2. Formulate a "participatory training plan" that matches the development needs of the Group.
6.2. 1. Optimize the process of preparing training plan.
6.2.2. Adopt an all-round Hamburg-style training course system.
6.2.3. Communicate training time and methods with department leaders.
6.3. Incorporate the training results into the performance management system.
6.3. 1, improve the evaluation index system.
6.3.2, employee training results as the evaluation index.
6.3.3. Strictly implement the "accountability system"
6.4. Other relevant countermeasures and solutions
Chapter VII Conclusion and Prospect
7. 1, main conclusions
7.2. Shortcomings and further research directions
The conclusion of this paper
This paper is based on the era of knowledge economy. Investment management enterprises have higher requirements for talents' intelligence and knowledge updating speed, so the demand for training is also relatively large, so training satisfaction becomes particularly important for the realization of strategic objectives of enterprises. Starting from the phenomenon of low training satisfaction of Group A, the author, on the basis of earnestly studying and drawing lessons from the theories of scholars at home and abroad, deeply explores the causes of training satisfaction of Group A through questionnaires and interviews with senior executives, and puts forward feasible countermeasures for the practical problems of Group A, with a view to improving the training satisfaction of Group A. ..
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