毕业论文论文范文课程设计实践报告法律论文英语论文教学论文医学论文农学论文艺术论文行政论文管理论文计算机安全
您现在的位置: 毕业论文 >> 英语论文 >> 正文

员工培训方案设计英文文献及翻译

更新时间:2010-12-17:  来源:毕业论文

员工培训方案设计英文文献及翻译
The staff trains the plan design to study
1  training demand analysis
organization to take the market competition the main body, it must be the rationalization, regards all by economic man's 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 organization's overall goal and the strategic request. According to organization's 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 staff's 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 staff's" 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 staff's 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 goal
the 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 staff's 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752018766六,维'论'文.网
http://www.lwfree.cn , 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 staff's 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 become
2.2  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 the1787

[1] [2] [3] [4] [5] [6] 下一页

员工培训方案设计英文文献及翻译下载如图片无法显示或论文不完整,请联系qq752018766
设为首页 | 联系站长 | 友情链接 | 网站地图 |

copyright©lwfree.cn 六维论文网 严禁转载
如果本毕业论文网损害了您的利益或者侵犯了您的权利,请及时联系,我们一定会及时改正。