员工培训方案设计英文文献及翻译 第2页
understanding concept, strengthens to the new environment adaptiveness, reduces the enterprise to introduce new technical, the new equipment, the new craft barrier and the obstruction. At the same time, wants the system to grasp a specialized knowledge, then must carry on the system knowledge training, if must become "X" talented person, knowledge training is its essential way. Although the knowledge trains esay to do , but it is easy to forget that, the organization only pauses in the knowledge training level, the effect is not good is may foresee. Skill training, this is the organization trains the second level. Here so-called skill is refers can cause the operation ability which certain matters occurs. The skill once the academic society, is not generally easy to forget that, like rides a bicycle, the swimming and so on. Incurs enters the new staff, uses the new equipment, introduces the new technology all inevitable to have to carry on skill training, because abstract knowledge training not impossible to adapt the concrete operation immediately, regardless of your staff is how outstanding, the ability has, generally speaking all is strongly impossible not to be able to operate immediately after training very much well. Quality training, this is topmost story which the organization trains. Whether here "quality" refers to the individual correctly thought. The quality high staff should have the correct values, has the positive manner, has the good thought custom, has a higher goal. The quality high staff, possibly temporarily lacks the knowledge and the skill. But he can for the realization goal effectively, on own initiative study the knowledge and the skill; But quality low staff's, since has already grasped the knowledge and the skill, but he possibly does not use. Above introduced three levels training contents, actually do choose which level the training content, is decides by the different trainer special details. Generally speaking, the superintendent is partial to knowledge training and quality training, but the common staff member favors knowledge training and skill training, it finally is and anticipated "between the duty" difference decided by trainer "function".
2.3 who do instruct the training
training resources to be possible to divide into the internal resources and exterior resources, internal resources including organization's leadership, has the special knowledge and the skill staff; Exterior resources is refers to the specialized training personnel, the school, the public seminar or the academic course and so on. In the multitudinous training resources, chooses what kind of resources, finally must and may the use resources decide by the training content. Organization's leadership, has the special knowledge and the skill staff is organization's important internal resources, uses internal resources, may cause trainer and train all obtains the enhancement in every way. In organization's leadership is the quite appropriate candidate. First, they both have the specialized knowledge and to have the precious work experience; Next, they hoped the staff obtains successfully, because this may indicate they leadership ability; Finally, they are training own staff, therefore definitely can guarantee trains and works concerns. Which training way regardless of adopts, organization's leadership all is the important internal training resources. Has the special knowledge and the skill staff also may instruct training, when the staff trains the staff, because frequently contacts, one kind of team spirit then naturally forms in the organization, moreover, did this has also exercised training instruction myself leadership ability, when the organization service was busy, the organization interior could not branch out the manpower to design and to implement staff's training plan, then requested various to exterior training resources. Works the outstanding personnel certainly not necessarily to be able to train a similar work outstanding staff, because the teaching has its own some rules, exterior training resources exactly majority is the training personnel which the familiar adult studies the theory. Exterior trains the personnel to be allowed to act according to circumstances according to the organization, and may provide the renewal compared to the internal resources the viewpoint, more open field of vision, but exterior training resources also has its deficiency, on the one hand, exterior personnel needs to be flowered the time and the energy uses in to understand the organization the situation and the concrete training demand, this will enhance the training cost; On the other hand, uses exterior personnel to train, organization's leadership is irresponsible to the concrete training process, shirks the responsibility to staff's development. Exterior resources and internal resources respectively have the good and bad points under, but compares, or pushes the internal training resources, only has in the organization service truly busily, when cannot separate the manpower, when or truly the internal training resources lacks the suitable candidate, only then may choose exterior training resources, but although so, also must only then for is best exterior resources and internal resources union use.
2.4 determined trainer
acts according to the organization the training demand analysis, different demand decision different training content, thus on roughly determines the different training object, namely trainer. In front of the hillock training is to the new staff introduced the organization the rules and regulations, cultural as well as organization's service and the staff, the new staff arrives the company, facing a new environment, they not too understood the organization the history and the organization culture, did not原文请找腾讯752018766辣,文'论'文.网
http://www.751com.cn the hillock in view of the above various aspects to train, Trained the content by the hillock in front of to decide trainer only could be organization's new staff, said regarding the senior staff, these trained meanless. Regarding staff and transformation work post staff which soon is promoted, or cannot adapt the current post staff, their function with the duty or the anticipated duty which already had has the difference, the duty has been bigger than the function, needed to carry on training to them. May use to them in hillock training or outwork training, but which training method regardless of selects, all is take knowledge training, skill training and quality training as the content, but different content knowledge training, skill training and quality training have determined different trainer. After the concrete training demand analysis, according to the demand can determine the concrete training content, had also determined according to the demand analysis which staffs lack which knowledge or the skill, the training content and the deficient knowledge and skill tallying namely for this trainer. Although the training content has decided roughly on trainer, but certainly was not equal to said these are trainer, but also should from the definite these roughly on trainer angle look whether it suitablly does receive training. First looked these people to train whether is interested, if does not feel interest Yi Rangqi not to receive training, because does not have the enthusiasm, the effect definitely cannot be very good; On the other hand, must look its individuality 上一页 [1] [2] [3] [4] [5] [6] 下一页
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