外文翻譯培訓(xùn)與開發(fā)abtg

1、training and developmentjudith b. strotheradministration and policy in mental health, no. 1, september 1997, vol. 2531培訓(xùn)與開發(fā)朱迪斯.b.斯特羅瑟心理健康的管理和政策，1997，1卷：25311，培訓(xùn)與開發(fā)的定義員工培訓(xùn)是指一定組織為開展業(yè)務(wù)及培育人才的需要，采用各種方式對員工進行有目的、有計劃的培養(yǎng)和訓(xùn)練的管理活動，其目標是使員工不斷的更新知識，開拓技能，改進員工的動機、態(tài)度和行為，是企適應(yīng)新的要求，更好的勝任現(xiàn)職工作或擔負更高級別的職務(wù)，從而促進組織效率的提高和組織目標的

2、實現(xiàn)。2，培訓(xùn)的發(fā)展我們都知道，普通的教育，只能夠提供一些基本的專業(yè)知識和層次很低的技能。而面臨規(guī)?；钠髽I(yè)發(fā)展，必須進行多次的技能培訓(xùn)，才能使員工逐步達到企業(yè)的不斷的發(fā)展的要求。所以，組織為了提高勞動生產(chǎn)率和個人對職業(yè)的滿足程度，直接有效地為組織生產(chǎn)經(jīng)營服務(wù)，不斷采取各種方法，對組織的各類人員進行教育培訓(xùn)投資活動。美國經(jīng)濟學(xué)家、諾貝爾經(jīng)濟學(xué)獎得主舒爾茨發(fā)現(xiàn)，單純從自然資源、實物資本和勞動力的角度，不能解釋生產(chǎn)力提高的全部原因，作為資本和財富的轉(zhuǎn)換形態(tài)的人的知識和能力是社會進步的決定性原因。但是它的取得不是無代價的，它需要通過投資才能形成，組織培訓(xùn)就是這種投資中重要的一種形式。3，培訓(xùn)的層次組

3、織培訓(xùn)的主體，企業(yè)培訓(xùn)是組織的全部員工，由于員工擔任的職位不同，因此培訓(xùn)方向具有多樣化的特征。一般來說，主要劃分為三大類：一是決策層，二是管理層，三是操作層。4，培訓(xùn)的內(nèi)容組織培訓(xùn)內(nèi)容結(jié)構(gòu)是培訓(xùn)的內(nèi)在具體形態(tài)，因而制定公司培訓(xùn)內(nèi)容，必須與組織的事業(yè)進步、發(fā)展戰(zhàn)略和目標相聯(lián)系，然而有時為了適應(yīng)組織外部環(huán)境的變化，也采用一些應(yīng)急培訓(xùn)的措施。所以，作為培訓(xùn)的內(nèi)容結(jié)構(gòu)，應(yīng)當把組織長期發(fā)展與當前的生產(chǎn)結(jié)合起來，共同納入企業(yè)培訓(xùn)內(nèi)容。5，培訓(xùn)的周期按時間期限劃分，培訓(xùn)可以分為長期培訓(xùn)和短期培訓(xùn)，長期培訓(xùn)一般計劃性較強，有較強的目的性；按培訓(xùn)方式，又可分為在職培訓(xùn)和脫產(chǎn)培訓(xùn)兩種；按培訓(xùn)體系，可劃分為組織內(nèi)培

4、訓(xùn)體系和組織外培訓(xùn)體系兩種，內(nèi)培訓(xùn)體系包括基礎(chǔ)培訓(xùn)，適用性培訓(xùn)，日常培訓(xùn)，個別培訓(xùn)和目標培訓(xùn)等；組織外的培訓(xùn)體系如果按教育機構(gòu)來劃分，可分為三類：全日制的大中專院校和承認高等院校地方政府和行政部門舉辦的教育培訓(xùn)機構(gòu)利用社會的資源辦學(xué)校。6，培訓(xùn)的經(jīng)費來源組織培訓(xùn)經(jīng)費主要來源于兩種途徑：一是組織內(nèi)部來源，主要指組織與員工分攤培訓(xùn)費用；二是社會集資，首先由政府通過稅收方式征收培訓(xùn)費，然后由國家組織，社會統(tǒng)籌各企業(yè)出資贊助。7，訓(xùn)的經(jīng)濟效益由于組織實施的培訓(xùn)提高了員工的技能并調(diào)動了生產(chǎn)積極性，所以在同樣的條件下員工能創(chuàng)造更多的效益。對于效益的增加，可以采用兩種方法：直接計算法和間接計算法。在培訓(xùn)的過

5、程中，要注意受訓(xùn)者的學(xué)習(xí)曲線和信息的反饋，及時的聽取受訓(xùn)者的信息，能夠幫助組織提高今后的培訓(xùn)效果，減少不必要的支出。在培訓(xùn)市場上，有不同風格的講師，也有不同種類的課程，有的課程是講師自己開發(fā)的，有的課程是代理國外的，也有的課程是企業(yè)自行設(shè)計的。課程設(shè)計是培訓(xùn)的第一步，用不同方式設(shè)計的課程，講師的講法是不同的，最后的培訓(xùn)效果也是不同的。就象劇本決定了一出戲一樣，課程設(shè)計是培訓(xùn)的第一步，也決定了課程的效果。8，培訓(xùn)的成本主要根據(jù)教育培訓(xùn)的信息化水平以及規(guī)模而定，信息化水平越高和規(guī)模越大，則成本越低。有效的成本控制是企業(yè)在激烈的市場競爭中成功與否的基本要素。 但成本控制絕對不僅僅是單純的壓縮成本，需

6、要建立起科學(xué)合理 的成本分析與控制系統(tǒng)，讓企業(yè)的管理者清楚地掌握公司的成本構(gòu)架、盈利情況和決策的正確方向，成為企業(yè)內(nèi)部決策的關(guān)鍵支 持，從根本上改善企業(yè)成本狀況，從而真正實現(xiàn)有效的成本控制。9，員工培訓(xùn)的8種形式 9.1，講授法：屬于傳統(tǒng)的培訓(xùn)方式，優(yōu)點是運用起來方便，便于培訓(xùn)者控制整個過程。缺點是單向信息傳遞，反饋效果差。常被用于一些理念性知識的培訓(xùn)。 9.2，視聽技術(shù)法：通過現(xiàn)代視聽技術(shù)（如投影儀、dvd、錄像機等工具），對員工進行培訓(xùn)。優(yōu)點是運用視覺與聽覺的感知方式，直觀鮮明。但學(xué)員的反饋與實踐較差，且制作和購買的成本高，內(nèi)容易過時。它多用于企業(yè)概況、傳授技能等培訓(xùn)內(nèi)容，也可用于概念性知

7、識的培訓(xùn)。 9.3，討論法：按照費用與操作的復(fù)雜程序又可分成一般小組討論與研討會兩種方式。研討會多以專題演講為主，中途或會后允許學(xué)員與演講者進行交流溝通。優(yōu)點是信息可以多向傳遞，與講授法相比反饋效果較好，但費用較高。而小組討論法的特點是信息交流時方式為多向傳遞，學(xué)員的參與性高，費用較低。多用于鞏固知識，訓(xùn)練學(xué)員分析、解決問題的能力與人際交往的能力，但運用時對培訓(xùn)教師的要求較高。 9.4，案例研討法：通過向培訓(xùn)對象提供相關(guān)的背景資料，讓其尋找合適的解決方法。這一方式使用費用低，反饋效果好，可以有效訓(xùn)練學(xué)員分析解決問題的能力。另外，近年的培訓(xùn)研究表明，案例、討論的方式也可用于知識類的培訓(xùn)，且效果更

8、佳。9.5，角色扮演法：授訓(xùn)者在培訓(xùn)教師設(shè)計的工作情況中扮演其中角色，其他學(xué)員與培訓(xùn)教師在學(xué)員表演后作適當?shù)狞c評。由于信息傳遞多向化，反饋效果好、實踐性強、費用低，因而多用于人際關(guān)系能力的訓(xùn)練。9.6，自學(xué)法：這一方式較適合于一般理念性知識的學(xué)習(xí)，由于成人學(xué)習(xí)具有偏重經(jīng)驗與理解的特性，讓具有一定學(xué)習(xí)能力與自覺的學(xué)員自學(xué)是既經(jīng)濟又實用的方法，但此方法也存在監(jiān)督性差的缺陷。 9.7，互動小組法：也稱敏感訓(xùn)練法。此法主要適用于管理人員的人際關(guān)系與溝通訓(xùn)練。讓學(xué)員在培訓(xùn)活動中的親身體驗來提高他們處理人際關(guān)系的能力。其優(yōu)點是可明顯提高人際關(guān)系與溝通的能力，但其效果在很大程度上依賴于培訓(xùn)教師的水平。9.8

9、，網(wǎng)絡(luò)培訓(xùn)法：是一種新型的計算機網(wǎng)絡(luò)信息培訓(xùn)方式，投入較大。但由于使用靈活，符合分散式學(xué)習(xí)的新趨勢，節(jié)省學(xué)員集中培訓(xùn)的時間與費用。這種方式信息量大，新知識、新觀念傳遞優(yōu)勢明顯，更適合成人學(xué)習(xí)。因此，特別為實力雄厚的企業(yè)所青睞，也是培訓(xùn)發(fā)展的一個必然趨勢。 10培訓(xùn)方法的分類1.微笑式的培訓(xùn)：以人為中心，通過各種特殊事件、富有激情的演講，以及對參與者進行表揚，讓參訓(xùn)者覺得培訓(xùn)過程非常有趣。2.上手培訓(xùn)：新工人首先對自己以后需要執(zhí)行的工作進行觀察，然后，通過長時間與那些經(jīng)驗豐富的師傅或同事們在一起工作，達到消化、吸收和掌握各種技能的目的。3.工具式培訓(xùn)：通過標準化的，沒有為組織或組織中的工作量身定

10、做的評價工具，獲得與自己技能有關(guān)的知識和信息。4.以學(xué)習(xí)目標為基礎(chǔ)的培訓(xùn)：包括了結(jié)構(gòu)化的、指導(dǎo)性的培訓(xùn)設(shè)計，關(guān)注的焦點在于為了更好執(zhí)行某一工作，任職者必須學(xué)習(xí)哪些具體的知識和技能。5.企業(yè)內(nèi)訓(xùn)：通過請培訓(xùn)師給員工進行系列的培訓(xùn)。6.公開課程：參加短期的培訓(xùn)課程，企業(yè)可以派送相關(guān)崗位的人員去學(xué)習(xí)相關(guān)的短期課程，可以結(jié)省企業(yè)的培訓(xùn)成本又人因崗位不同更好的接受培訓(xùn)。7.專業(yè)培訓(xùn)班：類似的就有人力資源mba班，總監(jiān)班這些高端的長期性的培訓(xùn)班，有一套成體系的專業(yè)知識，又是利用業(yè)于時間開課，更好的方便了在職者充電。11員工培訓(xùn)的作用企業(yè)員工培訓(xùn)，作為直接提高經(jīng)營管理者能力水平和員工技能，為企業(yè)提供新的工作

11、思路、知識、信息、技能，增長員工才干和敬業(yè)、創(chuàng)新精神的根本途徑和極好方式，是最為重要的人力資源開發(fā)，是比物質(zhì)資本投資更重要的人力資本投資。隨著我國加入wto和世界經(jīng)濟一體化，企業(yè)從來沒有象現(xiàn)在那樣重視培訓(xùn)。本文就培訓(xùn)談些個人看法，以求創(chuàng)新企業(yè)培訓(xùn)。 11.1，培訓(xùn)企業(yè)騰飛的翅膀 有效的企業(yè)培訓(xùn),其實是提升企業(yè)綜合競爭力的過程。事實上,培訓(xùn)的效果并不取決于受訓(xùn)者個人,而恰恰相反,企業(yè)組織本身作為一個有機體的狀態(tài),起著非常關(guān)鍵的作用。良好的培訓(xùn)對企業(yè)好處有四點： 11.1.1，培訓(xùn)能增強員工對企業(yè)的歸屬感和主人翁責任感。就企業(yè)而言，對員工培訓(xùn)得越充分，對員工越具有吸引力，越能發(fā)揮人力資源的高增值性

12、，從而為企業(yè)創(chuàng)造更多的效益。有資料顯示，百事可樂公司對深圳270名員工中的100名進行一次調(diào)查，這些人幾乎全部參加過培訓(xùn)。其中80%的員工對自己從事的工作表示滿意，87%的員工愿意繼續(xù)留在公司工作。培訓(xùn)不僅提高了職工的技能，而且提高了職工對自身價值的認識，對工作目標有了更好的理解。 11.1.2，培訓(xùn)能促進企業(yè)與員工、管理層與員工層的雙向溝通，增強企業(yè)向心力和凝聚力，塑造優(yōu)秀的企業(yè)文化。不少企業(yè)采取自己培訓(xùn)和委托培訓(xùn)的辦法。這樣做容易將培訓(xùn)融入企業(yè)文化，因為企業(yè)文化是企業(yè)的靈魂，它是一種以價值觀為核心對全體職工進行企業(yè)意識教育的微觀文化體系。企業(yè)管理人員和員工認同企業(yè)文化，不僅會自覺學(xué)習(xí)掌握科

13、技知識和技能，而且會增強主人翁意識、質(zhì)量意識、創(chuàng)新意識。從而培養(yǎng)大家的敬業(yè)精神、革新精神和社會責任感，形成上上下下自學(xué)科技知識，自覺發(fā)明創(chuàng)造的良好氛圍，企業(yè)的科技人才將茁壯成長，企業(yè)科技開發(fā)能力會明顯增強。更多企業(yè)管理論文請在茅山下查找. 11.1.3，培訓(xùn)能提高員工綜合素質(zhì),提高生產(chǎn)效率和服務(wù)水平,樹立企業(yè)良好形象，增強企業(yè)盈利能力。美國權(quán)威機構(gòu)監(jiān)測，培訓(xùn)的投資回報率一般在33%左右。在對美國大型制造業(yè)公司的分析中，公司從培訓(xùn)中得到的回報率大約可達20-30。摩托羅拉公司向全體雇員提供每年至少40小時的培訓(xùn).調(diào)查表明：摩托羅拉公司每1美元培訓(xùn)費可以在3年以內(nèi)實現(xiàn)40美元的生產(chǎn)效益。摩托羅拉公

14、司認為，素質(zhì)良好的公司雇員們已通過技術(shù)革新和節(jié)約操作為公司創(chuàng)造了40億美元的財富。摩托羅拉公司的巨額培訓(xùn)收益說明了培訓(xùn)投資對企業(yè)的重要性。11.1.4，適應(yīng)市場變化、增強競爭優(yōu)勢，培養(yǎng)企業(yè)的后備力量,保持企業(yè)永繼經(jīng)營的生命力。企業(yè)競爭說穿了是人才的競爭。明智的企業(yè)家愈來清醒地認識到培訓(xùn)是企業(yè)發(fā)展不可忽視的“人本投資”，是提高企業(yè)“造血功能”的根本途徑。美國的一項研究資料表明，企業(yè)技術(shù)創(chuàng)新的最佳投資比例是5：5，即“人本投資”和硬件投資各占50%。人本為主的軟技術(shù)投資，作用于機械設(shè)備的硬技術(shù)投資后，產(chǎn)出的效益成倍增加。在同樣的設(shè)備條件下，增加“人本”投資，可達到投1產(chǎn)8的投入產(chǎn)出比。發(fā)達國家在推

15、進技術(shù)創(chuàng)新中，不但注意引進、更新改造機械設(shè)備等方面的硬件投入，而且更注重以提高人的素質(zhì)為主要目標的軟技術(shù)投入。事實證明，人才是企業(yè)的第一資源，有了一流的人才，就可以開發(fā)一流的產(chǎn)品，創(chuàng)造一流的業(yè)績，企業(yè)就可以在市場競爭中立于不敗之地。12，培訓(xùn)與開發(fā)的原則為了保證培訓(xùn)與開發(fā)的方向不偏離組織預(yù)定的目標&企業(yè)必須制定基本原則，并以此為指導(dǎo)。具體包括以下幾個方面：12.1，戰(zhàn)略原則企業(yè)必須將員工的培訓(xùn)與開發(fā)放在戰(zhàn)略的高度來認識。員工培訓(xùn)有的能立竿見影，很快會反映到員工工作績效上；有的可能在若干年后才能收到明顯的效果，尤其是對管理人員的培訓(xùn)。因此，許多企業(yè)將培訓(xùn)看成是只見投入不見產(chǎn)出的”賠本”買賣,往往

16、只重視當前利益,安排”閑人”去參加培訓(xùn),而真正需要培訓(xùn)的人員卻因為工作任務(wù)繁重而抽不出身.結(jié)果就出現(xiàn)了所學(xué)知識不會用或根本不用的“培訓(xùn)專業(yè)戶”使培訓(xùn)真正變成了只見投入不見產(chǎn)出的”賠本”買賣.因此&企業(yè)必須樹立戰(zhàn)略觀念&根據(jù)企業(yè)發(fā)展目標及戰(zhàn)略制定培訓(xùn)規(guī)劃,使培訓(xùn)與開發(fā)與企業(yè)的長遠發(fā)展緊密結(jié)合.12.2，理論聯(lián)系實際,學(xué)以致用原則員工培訓(xùn)應(yīng)當有明確的針對性,從實際工作的需要出發(fā)&與職位特點緊密結(jié)合,與培訓(xùn)對象的年齡、知識結(jié)構(gòu)、能力結(jié)構(gòu)、思想狀況緊密結(jié)合,目的在于通過培訓(xùn)讓員工掌握必要的技能以完成規(guī)定的工作,最終為提高企業(yè)的經(jīng)濟效益服務(wù)。只有這樣培訓(xùn)才能收到實效,才能提高工作效率。12.3，知識技能

17、培訓(xùn)與企業(yè)文化培訓(xùn)兼顧的原則培訓(xùn)與開發(fā)的內(nèi)容，除了文化知識、專業(yè)知識、專業(yè)技能的培訓(xùn)內(nèi)容外，還應(yīng)包括理想、信念、價值觀、道德觀等方面的培訓(xùn)內(nèi)容。而后者又要與企業(yè)目標、企業(yè)文化、企業(yè)制度、企業(yè)優(yōu)良傳統(tǒng)等結(jié)合起來，使員工在各方面都能夠符合企業(yè)的要求。12.4，全員培訓(xùn)與重點提高相結(jié)合的原則全員培訓(xùn)就是有計劃、有步驟地對在職的所有員工進行培訓(xùn)，這是提高全體員工素質(zhì)的必經(jīng)之路。為了提高培訓(xùn)投入的回報率，培訓(xùn)必須有重點，即對企業(yè)興衰有著重大影響的管理和技術(shù)骨干，特別是中高層管理人員、再者就是有培養(yǎng)前途的梯隊人員，更應(yīng)該有計劃地進行培訓(xùn)與開發(fā)。12.5，培訓(xùn)效果的反饋與強化原則培訓(xùn)效果的反饋與強化是不可缺

18、少的重要環(huán)節(jié)。培訓(xùn)效果的反饋指的是在培訓(xùn)后對員工進行檢驗，其作用在于鞏固員工學(xué)習(xí)的技能、及時糾正錯誤和偏差，反饋的信息越及時、準確&培訓(xùn)的效果就越好。強化則是指由于反饋而對接受培訓(xùn)人員進行的獎勵或懲罰。其目的一方面是為了獎勵接受培訓(xùn)并取得績效的人員、另一方面是為了加強其他員工的培訓(xùn)意識，使培訓(xùn)效果得到進一步強化。training and developmentthe meaning of training and development training and development is the means to carry out certain business organizatio

19、ns and the need for investing in human capital, using a variety of ways to carry out the purpose of staff in a planned training and training management activities, and its goal is to enable staff to update knowledge and develop skills, improve staff motives, attitudes and behavior to adapt to the ne

20、w requirements of enterprises, their current win better work or higher levels of job responsibility, thus contributing to the improvement of organizational efficiency and organizational goals. the development of training and development we all know that general education can only provide some basic

21、low-level professional knowledge and skills. face of large-scale enterprise development, the need for a number of skills training in order to enable staff to achieve continuous business development. therefore, the organization in order to raise labor productivity and personal satisfaction for profes

22、sional, direct and effective for the organization of production and management services, the government has implemented a variety of methods, types of organizations to carry out investment activities in education and training. u.s. economist and nobel laureate in economics, schultz found that simply

23、 from the natural resources, physical capital and labors point of view, can not explain all the reasons for increase in productivity, capital and wealth as a form of conversion of peoples knowledge and abilities are decisive reasons for social progress. but it was not the acquisition cost, it needs

24、to be formed through investment, training is an important investment in such a form. the level of training and development the main groups of the organization of training, corporate training is to organize all the staff, staff positions held as a result of different orientation training with a varie

25、ty of characteristics. in general, the main is divided into three categories: first, the decision-making level, and the other is management is the operation of three layers.the main contents of training and development organization of training content and structure is inherent in the specific form o

26、f training, thus the development of the company training content, and organization must be the cause of progress, development strategies and goals, but sometimes in order to adapt to organizational changes in the external environment, but also training in the use of some emergency measures. therefor

27、e, as the contents of the structure of training should be long-term development of the organization of production with the current combination of common training content into the enterprise. period of training and developmentdivided by time period, training can be divided into long-term training and

28、 short-term training, long-term training of more general scheme, there is a strong purpose; by training, job training and can be divided into two full-time training; by the training system, organizations can be divided into the training system and training system for the two organizations, with the

29、training system, including basic training, the applicability of training, day-to-day training, individual training and training objectives; the training system organizations, educational institutions, if divided, can be divided into for three categories: full-time college and the recognition of high

30、er education institutions, local governments and administrative departments of education and training institutions, the use of community resources to schools. source of funding for training and development organization of training funds mainly come from two ways: first, the source of the organizatio

31、n, mainly referring to organizations and staff training costs assessed; second is the raising of funds, first of all by the government through taxes levied training, and then by the state organizations, social enterprises to co-ordinate the funding sponsorship. the economic benefits of training and

32、development as the organization and implementation of staff training to improve skills and to mobilize the enthusiasm of the production, so under the same conditions of employees to create more effective. the increase in the efficiency, can be used in two ways: direct and indirect calculation method

33、 of calculation. in the course of training, trainees should pay attention to the learning curve and information feedback, trainees listen to timely information that can help organizations improve the effectiveness of future training, to reduce unnecessary expenditures. in the training market, there

34、are different styles of lecturers, there are different types of courses, some courses are developed by their own lecturers, some courses are foreign agents, and some courses are designed by companies. training curriculum design is the first step in the design of different ways to use the curriculum,

35、 lecturers say is different, the final results of the training are different. determines the script as a drama, the curriculum design is the first step in training, but also determines the effectiveness of courses.the cost of training education and training primarily on the basis of the level of inf

36、ormation as well as the size of, the higher the level of information and larger, then the lower cost. effective cost control is in fierce competition in the market of the basic elements of success. however, the absolute cost control is not just the cost of compression, the need to establish a scient

37、ific and reasonable cost analysis and control system that allows business managers have a clear framework for the companys costs, profitability in the right direction and decision-making, internal decision-making enterprises key support to radically improve the situation of the cost of doing busines

38、s and thus truly effective cost control. 8 kinds of employee training forms 1, the teaching method: the training of the traditional way to use up the advantage of convenient, easy to control the whole process of training. the disadvantage is that a one-way transmission of information, poor feedback

39、effects. some of these notions are often used for training knowledge. 2, audio-visual technology law: adoption of modern audio-visual technology (such as projectors, dvd, vcr and other tools), training of staff. advantage of the use of visual and auditory perception of the way of clear-cut intuitive

40、. however, feedback from students and practice less, and the cost of production and the purchase of a high content of easily outdated. it is used for business profiles, to impart training skills, conceptual knowledge can also be used for training. 3, to discuss the law: in accordance with the comple

41、xity and operation cost of the procedure can be divided into the general panel discussions and seminars in two ways. lectures, seminars and more in the main, or after the half-way to allow students and lecturers communicate. advantage of multi-directional transmission of information, compared with t

42、he teaching of good feedback effects, but higher cost. the panel discussion is characterized by law, when the exchange of information for multi-directional transmission, the participation of students with high, low-cost. used for the consolidation of knowledge, analysis of the training of students,

43、problem-solving skills and the ability of human interaction, but the training of teachers on the use of the higher. 4, case study method: the training of clients, through to the relevant background information, to find a suitable solution. the use of low-cost, effective feedback can be an effective

44、analysis of the training of students problem-solving abilities. in addition, training in recent years studies have shown that the case, discussion can also be used for the training of knowledge category, and better.5, role-playing method: training grant to train teachers in the work of the design of

45、 which play a role in the training of teachers and other students in the students after performing the appropriate comments. as a result of multi-directional transmission of information, feedback effects, and practical, and low-cost, and thus more capacity for human relations training. 6, self-learn

46、ing method: this approach is more suitable for the general concept of knowledge, with emphasis on adult learning as a result of experience and understanding of the properties, so that a certain learning ability and self-conscious students is both economical and practical approach, but this method th

47、ere are also deficiencies in poor supervision. 7, group interaction law: also known as sensitivity training. this method is mainly applicable to the management of interpersonal and communication training. training to enable trainees to experience activities to enhance their ability to deal with inte

48、rpersonal relationships. the advantage is improved interpersonal relationships and communication skills, but its effects depend on the level of teacher training. 8, network training act: is a new type of computer network information on training methods, greater input. however, due to the use of flex

49、ible and distributed learning in line with new trends, focus on training students to save time and costs. large amount of information in this way, new knowledge and new delivery concepts have obvious advantages, it is more suitable for adult learning. therefore, for the strength of the popular busin

50、ess, training and development is an inevitable trend. the classification of training methods 1. smile training: to serve the people, through a variety of special events, a speech full of passion, as well as recognition of participants, so that participants feel that the training process very interes

51、ting. 2. hands-on training: first of all new workers need to perform their work after the observation, and then, through long experience with those who mentor or work colleagues together, to digest, absorb and purpose of the skills. 3. instrument training: through a standardized, there is no organiz

52、ation or organizations for the work of the evaluation tools tailored to obtain the relevant skills and their knowledge and information. 4. objective-based instuction: including a structured, guiding the training design, the focus is to better the implementation of a work, the incumbent must learn th

53、e specific knowledge and skills. 5. enterprises house: by inviting trainers to a series of staff training. 6. public courses: to participate in short-term training courses, job-related enterprises for the delivery of the staff to learn the relevant short courses, you can end the cost of provincial a

54、nd corporate training people in different positions and better training. 7. the professional training courses: there is a similar human resources mba classes, classes, director of the long-term nature of these high-end training courses, a set of professional knowledge into the system, it is time to

55、start the use of industry and better facilitate the incumbent charge.the role of training and development employee training, as the ability to directly raise the level of managers and staff skills, providing new ideas, knowledge, information, skills, competence and professional growth of employees,

56、the fundamental spirit of innovation and an excellent way to approach is the most important human resources development, investment in physical capital than the more important investment in human capital. with chinas accession to the wto and the world economic integration, business has never been as

57、 great importance to training. in this paper, some personal views on the training to the training of innovative enterprises. 1. training - business to take off effective training, in fact, is to enhance the competitiveness of our business process. in fact, the effect of training does not depend on t

58、he individual trainees, but the contrary, the business organization as a state of organisms, plays a crucial role. good-to-business benefits of training four points: (1), training to improve staff-to-business sense of responsibility sense of belonging and ownership. on businesses of employee trainin

59、g more fully, more attractive to employees, human resources can play a more high-value-added, so as to create more effective business. data showed that pepsi-cola company of shenzhens 270 employees 100 to conduct a survey, almost all of these people participated in the training. of which 80% of the staff for t