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随着劳务派遣制度在中国的广泛应用，劳务派遣员工的数量日益增多，其培训管理问题逐渐成为企业人力资源管理的重要组成部分。然而，当前劳务派遣员工的培训体系存在诸多不足，如培训内容与实际需求脱节、培训方式单一、培训效果评估机制不健全等问题，这些问题直接影响了劳务派遣员工的工作效率和职业发展，进而影响到企业的整体竞争力。因此，优化劳务派遣员工的培训体系成为亟待解决的问题。

本文以ZKR科技公司为例，综合运用文献综述、问卷调查、深度访谈等多种方法，深入探究该公司劳务派遣员工培训体系中存在的问题及其成因。研究发现，ZKR科技公司当前的培训体系在培训内容、培训形式、培训资源分配、培训效果评估等方面存在明显的不足。具体表现为：培训内容与岗位需求不匹配，培训形式单一，缺乏多样性和灵活性，培训资源分配不合理，培训效果评估机制不科学。

为解决上述问题，本文基于Kirkpatrick四级评估模型、ADDIE模型和成人学习理论，提出了一套全面的培训体系优化方案。优化方案主要包括以下几个方面：一是更新培训内容，确保培训内容与岗位需求相匹配，增加技术培训、项目管理培训、业务知识培训等内容；二是创新培训模式，采用线上线下结合的方式，引入虚拟实验室、项目管理软件、团队协作工具等现代培训技术；三是优化培训资源分配，合理配置培训资金、师资和设施，确保培训资源的有效利用；四是完善培训效果评估机制，采用多层次、多维度的评估方法，确保培训效果的科学性和有效性。

最后，本文通过实施优化方案，评估其实际效果，验证了优化方案的有效性。研究结果表明，优化后的培训体系显著提升了劳务派遣员工的专业技能、工作适应力和心理资本，增强了员工的职业竞争力和对企业的忠诚度，同时也提高了企业的运营效率和人力资源管理水平。

With the increasing prevalence of labor dispatch systems in China, the growing number of dispatched employees has made their training management a crucial aspect of human resource management. However, the current training system for dispatched employees shows several shortcomings, including mismatches between training content and job requirements, outdated methods, and inadequate evaluation mechanisms. These issues negatively impact the work efficiency and career development of dispatched employees, ultimately reducing the overall competitiveness of enterprises. Thus, optimizing the training system for dispatched employees has become an urgent priority.

This study uses ZKR Technology Company as a case study, employing a combination of literature review, questionnaires, case analysis, and expert interviews to investigate the problems and causes within the company’s training system for dispatched employees. The research reveals significant shortcomings in training content, methods, resource allocation, and evaluation mechanisms at ZKR Technology. Key issues include a mismatch between training content and job requirements, a lack of diversity and flexibility in training methods, unreasonable resource allocation, and an unscientific evaluation mechanism.

To address these challenges, this study proposes a comprehensive optimization plan based on the Kirkpatrick Four-Level Evaluation Model, the ADDIE model, and adult learning theory. Key elements include updating training content to better align with job requirements, introducing technical, project management, and business knowledge training, innovating methods by integrating online and offline approaches with modern technologies such as virtual labs and collaboration tools, optimizing resource allocation, and enhancing evaluation through multi-level, multi-dimensional assessments.

Finally, the study implements the optimization plan and evaluates its effects, confirming its effectiveness. The results indicate that the optimized training system significantly improves the professional skills, job adaptability, and psychological capital of dispatched employees, enhances their career competitiveness and company loyalty, and improves enterprise operational efficiency and human resource management.