培训与开发外文文献翻译.docx
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培训与开发外文文献翻译.docx
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培训与开发外文文献翻译
1.LiteratureResearch
Traininganddevelopment
ThemeaningofTraininganddevelopment
Traininganddevelopmentisthemeanstocarryoutcertainbusinessorganizationsandtheneedforinvestinginhumancapital,usingavarietyofwaystocarryoutthepurposeofstaffinaplannedtrainingandtrainingmanagementactivities,anditsgoalistoenablestafftoupdateknowledgeanddevelopskills,improvestaffmotives,attitudesandbehaviortoadapttothenewrequirementsofenterprises,theircurrentwinbetterworkorhigherlevelsofjobresponsibility,thuscontributingtotheimprovementoforganizationalefficiencyandorganizationalgoals.
Thedevelopmentoftraininganddevelopment
Weallknowthatgeneraleducationcanonlyprovidesomebasiclow-levelprofessionalknowledgeandskills.Faceoflarge-scaleenterprisedevelopment,theneedforanumberofskillstraininginordertoenablestafftoachievecontinuousbusinessdevelopment.Therefore,theorganizationinordertoraiselaborproductivityandpersonalsatisfactionforprofessional,directandeffectivefortheorganizationofproductionandmanagementservices,theGovernmenthasimplementedavarietyofmethods,typesoforganizationstocarryoutinvestmentactivitiesineducationandtraining.
U.S.economistandNobelLaureateinEconomics,Schultzfoundthatsimplyfromthenaturalresources,physicalcapitalandlabor'spointofview,cannotexplainallthereasonsforincreaseinproductivity,capitalandwealthasaformofconversionofpeople'sknowledgeandabilitiesaredecisivereasonsforsocialprogress.Butitwasnottheacquisitioncost,itneedstobeformedthroughinvestment,trainingisanimportantinvestmentinsuchaform..
Theleveloftraininganddevelopment
Themaingroupsoftheorganizationoftraining,corporatetrainingistoorganizeallthestaff,staffpositionsheldasaresultofdifferentorientationtrainingwithavarietyofcharacteristics.Ingeneral,themainisdividedintothreecategories:
First,thedecision-makinglevel,andtheotherismanagementistheoperationofthreelayers.
Themaincontentsoftraininganddevelopment
Organizationoftrainingcontentandstructureisinherentinthespecificformoftraining,thusthedevelopmentofthecompanyTrainingcontent,andorganizationmustbethecauseofprogress,developmentstrategiesandgoals,butsometimesinordertoadapttoorganizationalchangesintheexternalenvironment,butalsotrainingintheuseofsomeemergencymeasures.Therefore,asthecontentsofthestructureoftrainingshouldbelong-termdevelopmentoftheorganizationofproductionwiththecurrentcombinationofcommontrainingcontentintotheenterprise.
Periodoftraininganddevelopment
Dividedbytimeperiod,trainingcanbedividedintolong-termtrainingandshort-termtraining,long-termtrainingofmoregeneralscheme,thereisastrongpurpose;bytraining,jobtrainingandcanbedividedintotwofull-timetraining;bythetrainingsystem,organizationscanbedividedintothetrainingsystemandtrainingsystemforthetwoorganizations,withthetrainingsystem,includingbasictraining,theapplicabilityoftraining,day-to-daytraining,individualtrainingandtrainingobjectives;thetrainingsystemorganizations,educationalinstitutions,ifdivided,canbedividedintoforthreecategories:
full-timecollegeandtherecognitionofhighereducationinstitutions,localgovernmentsandadministrativedepartmentsofeducationandtraininginstitutions,theuseofcommunityresourcestoschools.
Sourceoffundingfortraininganddevelopment
Organizationoftrainingfundsmainlycomefromtwoways:
First,thesourceoftheorganization,mainlyreferringtoorganizationsandstafftrainingcostsassessed;secondistheraisingoffunds,firstofallbytheGovernmentthroughtaxesleviedtraining,andthenbythestateorganizations,socialenterprisestoco-ordinatethefundingsponsorship.
Theeconomicbenefitsoftraininganddevelopment
Astheorganizationandimplementationofstafftrainingtoimproveskillsandtomobilizetheenthusiasmoftheproduction,sounderthesameconditionsofemployeestocreatemoreeffective.Theincreaseintheefficiency,canbeusedintwoways:
directandindirectcalculationmethodofcalculation.
Inthecourseoftraining,traineesshouldpayattentiontothelearningcurveandinformationfeedback,traineeslistentotimelyinformationthatcanhelporganizationsimprovetheeffectivenessoffuturetraining,toreduceunnecessaryexpenditures.
Inthetrainingmarket,therearedifferentstylesoflecturers,therearedifferenttypesofcourses,somecoursesaredevelopedbytheirownlecturers,somecoursesareforeignagents,andsomecoursesaredesignedbycompanies.Trainingcurriculumdesignisthefirststepinthedesignofdifferentwaystousethecurriculum,lecturerssayisdifferent,thefinalresultsofthetrainingaredifferent.Determinesthescriptasadrama,thecurriculumdesignisthefirststepintraining,butalsodeterminestheeffectivenessofcourses.
Thecostoftraining
Educationandtrainingprimarilyonthebasisofthelevelofinformationaswellasthesizeof,thehigherthelevelofinformationandlarger,thenthelowercost.
Effectivecostcontrolisinfiercecompetitioninthemarketofthebasicelementsofsuccess.However,theabsolutecostcontrolisnotjustthecostofcompression,theneedtoestablishascientificandreasonablecostanalysisandcontrolsystemthatallowsbusinessmanagershaveaclearframeworkforthecompany'scosts,profitabilityintherightdirectionanddecision-making,internaldecision-makingenterpriseskeysupporttoradicallyimprovethesituationofthecostofdoingbusinessandthustrulyeffectivecostcontrol.
8kindsofemployeetrainingforms
1,theteachingmethod:
thetrainingofthetraditionalwaytouseuptheadvantageofconvenient,easytocontrolthewholeprocessoftraining.Thedisadvantageisthataone-waytransmissionofinformation,poorfeedbackeffects.Someofthesenotionsareoftenusedfortrainingknowledge.
2,audio-visualtechnologylaw:
adoptionofmodernaudio-visualtechnology(suchasprojectors,DVD,VCRandothertools),trainingofstaff.Advantageoftheuseofvisualandauditoryperceptionofthewayofclear-cutintuitive.However,feedbackfromstudentsandpracticeless,andthecostofproductionandthepurchaseofahighcontentofeasilyoutdated.Itisusedforbusinessprofiles,toimparttrainingskills,conceptualknowledgecanalsobeusedfortraining.
3,todiscussthelaw:
Inaccordancewiththecomplexityandoperationcostoftheprocedurecanbedividedintothegeneralpaneldiscussionsandseminarsintwoways.Lectures,seminarsandmoreinthemain,orafterthehalf-waytoallowstudentsandlecturerscommunicate.Advantageofmulti-directionaltransmissionofinformation,comparedwiththeteachingofgoodfeedbackeffects,buthighercost.Thepaneldiscussionischaracterizedbylaw,whentheexchangeofinformationformulti-directionaltransmission,theparticipationofstudentswithhigh,low-cost.Usedfortheconsolidationofknowledge,analysisofthetrainingofstudents,problem-solvingskillsandtheabilityofhumaninteraction,butthetrainingofteachersontheuseofthehigher.
4,casestudymethod:
thetrainingofclients,throughtotherelevantbackgroundinformation,tofindasuitablesolution.Theuseoflow-cost,effectivefeedbackcanbeaneffectiveanalysisofthetrainingofstudentsproblem-solvingabilities.Inaddition,traininginrecentyearsstudieshaveshownthatthecase,discussioncanalsobeusedforthetrainingofknowledgecategory,andbetter.
5,role-playingmethod:
traininggranttotrainteachersintheworkofthedesignofwhichplayaroleinthetrainingofteachersandotherstudentsinthestudentsafterperformingtheappropriatecomments.Asaresultofmulti-directionaltransmissionofinformation,feedbackeffects,andpractical,andlow-cost,andthusmorecapacityforhumanrelationstraining.
6,self-learningmethod:
Thisapproachismoresuitableforthegeneralconceptofknowledge,withemphasisonadultlearningasaresultofexperienceandunderstandingoftheproperties,sothatacertainlearningabilityandself-consciousstudentsisbotheconomicalandpracticalapproach,butthismethodTherearealsodeficienciesinpoorsupervision.
7,groupinteractionlaw:
alsoknownassensitivitytraining.Thismethodismainlyapplicabletothemanagementofinterpersonalandcommunicationtraining.Trainingtoenabletraineestoexperienceactivitiestoenhancetheirabilitytodealwithinterpersonalrelationships.Theadvantageisimprovedinterpersonalrelationshipsandcommunicationskills,butitseffectsdependonthelevelofteachertraining.
8,NetworkTrainingAct:
isanewtypeofcomputernetworkinformationontrainingmethods,greaterinput.However,duetotheuseofflexibleanddistributedlearninginlinewithnewtrends,focusontrainingstudentstosavetimeandcosts.Largeamountofinformationinthisway,newknowledgeandnewdeliveryconceptshaveobviousadvantages,itismoresuitableforadultlearning.Therefore,forthestrengthofthepopularbusiness,traininganddevelopmentisaninevitabletrend.
Theclassificationoftrainingmethods
1.SmileTraining:
toservethepeople,throughavarietyofspecialevents,aspeechfullofpassion,aswellasrecognitionofparticipants,sothatparticipantsfeelthatthetrainingprocessveryinteresting.
2.Hands-OnTraining:
Firstofallnewworkersneedtoperformtheirworkaftertheobservation,andthen,throughlongexperiencewiththosewho
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