培训作为一种有效的组织干预措施，可以理解为是一种经过规划的一系列组织活动，旨在促进组织内员工学习知识、态度，提升工作技能，以提高员工的工作绩效，实现公司的目标。培训体系的建立，有助于企业“留人”，提升人才的竞争力，进而提高整个公司的综合竞争力，最终实现企业的正向发展。

Z公司是某集团公司子公司，由于成立时间较短，公司的培训体系尚未完善。本文以Z公司为案例，主要以ADDIE理论为指导，通过访谈和调查问卷的方式，全面了解Z公司的基本情况和员工对培训体系的满意度，并对Z公司目前的培训管理情况进行梳理。通过充分的调查和分析，从培训流程角度可以发现，Z公司在培训需求调研这一环节上是缺失的，在培训设计方面，课程的内容和形式均过于单一，培训讲师的教学水平较低且培训评估流程不完善；从组织支撑层面分析，Z公司培训管理制度不完善，培训人员配备不足。随后，针对以上问题，提出实行培训需求调研、细分培训课程、加强讲师管理与完善培训评估流程的优化方案。最后，为保证Z公司优化方案顺利实施，提出保障性措施。

鉴于本文的调查问卷及访谈内容均是以Z公司为调查对象，所得到的理论成果对优化Z公司的培训体系有着重要的促进作用。同时，也为同类型的初创企业在培训体系建设方面提供了一定的借鉴。

As an effective organizational intervention, training can be understood as a series of planned organizational activities, aiming to promote the staff to learn knowledge and attitude, improve their work skills, improve their work performance and achieve the company's goals. The establishment of training system will help enterprises to "retain people", improve the competitiveness of talents, and then improve the comprehensive competitiveness of the whole company, and finally realize the positive development of the enterprise.

Z company is a subsidiary of a group company. Due to the short establishment time, the training system of the company has not been improved. This paper takes Z Company as a case, under the guidance of ADDIE, with the survey way of interviews and questionnaires we have a comprehensive understanding of the basic situation of Z company and employees' satisfaction with the training system, and sort out the current training management situation of Z company. With sufficient investigation and analysis, it can be found that the training demand investigation is missing. In terms of training design, the content of the course is too single, the teaching level of the trainer is low and the training evaluation process is not good; from the organizational support level, the training management system of Z company is not very well, too. Even that, the training staff are not equipped properly. Then, according to the above problems, the paper proposes the optimization scheme of training demand research, training courses segmentation, instructor management and training evaluation process. Finally, in order to ensure the smooth implementation of the training system after Z Company optimization, the relevant safeguard measures will be designed.

In view of the questionnaire and interview content of this paper, the theoretical results have an important role in optimizing the training system of the Z company. At the same time, it also provides some reference for the same type of start-ups in the construction of training system.