员工培训方案设计英文文献及翻译

员工培训方案设计英文文献及翻译The staff trains the plan design to study1 training demand analysis organization to take the market competition the main body, it must be the rationalization, regards all by economic mans judgement, the training cost regardless of from the expense, the time and the energy said, all is not low, training is must take the certain risk, therefore in whether carries on before training to need to carry on the demand analysis, instructs the training plan according to the demand the formulation, must with a clear goal, not be able purely to train for training. The training demand analysis must carry on from the multi- dimensions, including organization, work, individual three aspects. First, carries on the organization analysis. The organization analysis refers to in the determination organization scope the training demand, guaranteed the training plan conforms to organizations overall goal and the strategic request. According to organizations movement plan and the long term planning, forecast this organization future will possibly have any change in the technology and the organizational structure, understood which knowledge the existing staffs ability and the extrapolation future will need and the skill, thus estimated which staffs will need to carry on training in which aspects, as well as this kind of training will be true the time which effective will need, extrapolated training will propose the earlier period the length, will not send supervises thirstily digs a well. Next, carries on the work analysis. The work analysis refers to the staff to achieve the ideal work achievements must grasp skill and ability. Finally, carries on individual analysis. Individual analysis will be existing horizontal and anticipated future carries on the staff to the staff skill request according to, discovered two between whether will have the disparity. Research worker work behavior and between expectation behavior standard difference, when works in a big way? Quot; When ability , then needs to carry on training, through sharpens the ability, achieved staffs duty is consistent with function . duty and the function two all is a variable, when the function enhanced, needs to develop the duty, causes two maintenances to be consistent; When the duty has surpassed the ability, needs to carry on training, the development function, causes two regressions to be consistent. Because trains the object is a staff, whether completes the work to be decided by many factors, training certainly is not multi-purpose, moreover trains must emphasize the cost income, therefore, looked whether trains promotes the transformation which staffs personal behavior occurs expected. If hired the skill not to conform to the request person or is the bad manner question and so on, then was not the question which training could solve, did not need to train, if existed when question training could solve, then carried on the staff to train, designed the concrete training plan. 2 training plans each composition factor analysis training plan is trains the goalthe training content, the training instruction, trainer, the training date and the time, trains the place and the equipment as well as the training method organic synthesis. The training demand analysis is trains the plan design the guide, an exhaustive training demand analysis on approximately constructs draws the training plan the general outline, trains the demand analysis in front in the foundation, under carries on the concrete analysis on the training plan each composition essential factor.2.1 training goals establishment training goal establishment depends on the training demand analysis, we talked about the organization analysis, the work analysis and individual analysis in the training demand analysis, through the analysis, we will be clear about the staff future to need to be engaged in some post, if was engaged in this post the work, between the existing staffs function and the anticipated duty had the certain disparity, eliminated this disparity is our training goal. The establishment training goal will provide for the training plan is clear about the skeleton which the direction and will rely on. Had the goal, can determine the training object, the content, the time, the teacher, the method and so on the concrete content, and may after training, carries on the effect appraisal to according to this the goal. Trains the total goal is macroscopic on, more abstract, it needs in administrative levels to be unceasingly thin, causes its concrete application, has may be operational. Must achieve the training goal, requests the staff to grasp some knowledge and the skill through training, namely hoped what the staff does understand after training? You hoped what the staff can do after training? You hoped which the staff does have after training to change? These expectations all is take trains the demand analysis as the foundation, through the demand原文请找腾讯六,维论文.网, but the enterprise develops needs to have any type the knowledge and the skill staff, the anticipated center duty is bigger than the existing function, then request training. Between the bright staffs existing function and the anticipated center duty request two disparity, namely had determined the training goal, carries on thin the training goal, is clear about, then transforms as various levels concrete goal, the goal more concrete more has may be operational, is more advantageous to the overall goal realization. The training goal is trains the plan implementation the navigation lamp. Had the explicit training overall goal and various levels concrete goal, said regarding the training instruction, had determined really does missionary work the plan, positively for realization goal but teaching; As for trainer that, the bright study goal was at, can little walk multichannel, is unremittingly facing the goal which decides but unremittingly diligently, can achieve the twice the result with half the effort effect, on the contrary, if the goal is not clear about, then is easy to create the instruction, trainer deviates the training expectation, creates the manpower, the physical resource, the time and the energy waste, enhanced the training cost, thus possibly causes the defeat which trains. The training goal and the training plan other factors are the organic synthesis, only had is clear about the goal only then to have the possibility science design training plan other each parts, caused the design science the training plan possibly to become2.2 training contents choice after has been clear about the study result which the training goal and the expectation achieved, receives needs to determine in training should include instruction information. Although the concrete training content is infinitely varied, but generally speaking, should the training content including three levels, namely knowledge training, skill training and quality training, actually choose which level the training content, should act according to each training content level the characteristic and the training demand analyzes chooses. Knowledge training, this is the organization trains the first level. The staff so long as listens to a time of course, or looked a book, possibly obtains the corresponding knowledge. In the school edition, obtains majority of is the knowledge. Knowledge training is advantageous to the1787understanding 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 staffs, 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 organizations 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. Organizations leadership, has the special knowledge and the skill staff is organizations important internal resources, uses internal resources, may cause trainer and train all obtains the enhancement in every way. In organizations 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, organizations 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 staffs 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, organizations leadership is irresponsible to the concrete training process, shirks the responsibility to staffs 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 traineracts 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 organizations 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原文请找腾讯六,维论文.网 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 organizations 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 individualitycharacteristic, some individualities are inborn, since can grasp the knowledge, the skill through training which needs, but he still ill was in harmony with this work, then he belonged must trade the post, but was not needs to train. Considered from the training content and trainer two aspects, finally definite trainer. 2.5 training dates choice training date choice. When needs when to train, this truth is obvious, but in fact, achieves this point not to be certainly easy, actually often marched into some erroneous zones, the under procedure is marched into the erroneous zone. Many companies often are quite is convenient or training expense quite cheap time in the time provide training. If many companies grasp the plan to subscribe in the production off season prevented the influence production, actually did not know because not prompt training has actually created the massive second quality items, the waste product or other accidents, the price is higher, again like some companies subscribe training quite is cheap in the training expense, but this time actually certainly does not need to train, actually did not know when needs to train carries on the retraining actually to need to be able to leave the retraining the cost. When does the staff train the plan the design to have to achieve needs when to train, in the usual situation, has the following four kind of situations to need to carry on training for a while. First, the new staff allies the organization. The majority new staffs all must through the training familiar organizations working routine and the behavior standard, since the new staff entered organizes to have the outstanding workmanship, they also had to understand in the organization operation some differences, very little had the staff just to enter the organization to grasp all skills which the organization needed. Second, the staff soon promotes or the post takes turns. Although the staff already became the organization senior staff, regarding organizations rules and regulations, organization culture and incumbent post responsibility all extremely familiar, but the Jin opens to the new post or takes turns the new post, is engaged in the new work, then can have the new request, although the staff does extremely on the original post splendidly, prepares regarding the new post not necessarily to be actually full, in order to adapt the new post, then requests to the staff to carry on training. Third, as a result of the environment change, the request unceasingly trains the senior staff. Because the many kinds of reasons, need to carry on to the senior staff unceasingly train. If introduces the new equipment, requests to train the new technology to the senior staff; Purchases new software, requests the staff to learn the installment and the use. In order to adapt the market demand change, the organization all unceasingly is modulating own management strategy, after each time adjusts, all must carry on training to the staff.Fourth, satisfies the recovery the need. Because the staff does