摘要人力资源是企业的第一资源,而开发人力资源的基本方式和手段就是培训,培训的方式多种多样,由于传统的培训方式己远不能满足员工培训需求，而现代通信技术和网络技术的发展使E-Learning成为可能。E-Learning作为一种先进的学习手途径,有节约成本、缩短学习时间等特点，有效地弥补教室培训的不足,已成为企业培训的新趋势。

本文从上海宏成公司为例，调查研究了上海宏成公司应用E-Learning培训的价值及其存在的问题,讨论了E-Learning的发展、形式与优势,并对企业网上培训体系的构建及系统的实现作了一定的探索,最后给出了E-Learning的应用建议。81922

毕业论文关键字：ELEAENING；人力资源管理；培训

Study on Enterprise Training based on E-Learning methods--Taking HongChen company (Shanghai) as an example

Abstract Human resources as the first enterprise resource element is the formation of enterprise's core competitiveness and training has become a basic method in developing HR。 On one hand, traditional training method featuring face to face and non- real-time has a host of disadvantages ranging from expending resources to hard to follow the track of training, which is far away from satisfying employees’ training needs and adapting to change in competitive environment。 On another hand, thanks to modern communication technique, E-LEARNING, an effective way to teach and learn with the lower costs and shorter learning time, has come into use。 As an advanced learning and teaching method, e LEARNING also can track and follow the learning process and results 。Given the advantages above, E learning can effectively cover the shortage of traditional training methods, and has become a new trend in enterprise training。

The paper sets Hong Chen (SHANGHAI) company as an example, researching how much value E-Learning brings to it and its problems, discussing the development, advantages of E-Learning, and leave some productive suggestions on its application of E-Learning。

Key words: E-Learning, Human resources management, Online training

目录

1 相关概念与研究综述 6

1。1  相关概念 6

1。2国内外研究现状 8

2 企业E一Learning的相关理论 9

2。1 培训理论 9

2。2成人学习理论 10

2。3混合学习理论 11

2。4霍桑研究 11

3。上海宏成公司E-Learning 实施过程中的现状分析 12

3。1上海宏成公司公司概况 12

3。2 上海宏成公司E-Learning应用情况 12

3。3公司应用E-Learning的成效 13

3。4调查问卷及分析 15

3。5宏成公司在实行E-Learning中存在的问题 16

4 上海宏成公司E-Learning 问题的解决方案 17

4。1 平台选择 17

4。2领导及部门负责人的大力支持 18

4。3重视 E-Learning的学习培训计划 18

4。4激发员工学习积极性，创建激励机制 18

4。5提供员工必要的电脑基础知识培训 18

4。6增加培训资料的实用性和趣味性