外文翻译员工培训的新发展

1、外文翻译-员工培训的新发展 本科毕业论文设计外文翻译外文题目 new developments in employee training 外文出处 work study 外文作者 christianne derouen brian h kleiner 原文new developments in employee trainingchristianne derouen brian h kleinerin order to accommodate the rapid technological changes employees must master increasingly complex t

2、echnical skills five major forces behind training becoming so important and central to any firms operations are as follows 1 global and domestic competition 2 changes in technology 3 mergers acquisitions and divestitures causing realignment of structures and functions of companies 4 better educated

3、workforce 5 emergence of new occupations computer etc new training ideas are developed because trends are towards making training more practical realistic and pertaining to employees jobs training must give employees broader knowledge enabling them effectively to utilize new technology and integrate

4、 it into the workplace lower costs better quality faster return on investment increased productivity and long-term growth are all achieved once employees adapt to changes and are trained accordingly in the past training was very classroominstructororiented this has recently proven ineffective compar

5、ed with more modern developmentstwo books published in 198812 discuss many companies and modern employee-training ideas which are being utilized today to keep pace with technology the four areas addressed are 1 aligning training strategies with corporate goals 2 continuous learning 3 manufacturer-us

6、er and 4 designing and delivering training cost-effectivelyadditionally various magazine articles supplement some of the ideas discussed in the two books as well as introduce new training methodsaligning training strategies with corporate goalsthe first type of training mentioned in the above books

7、discusses aligning training strategies with corporate goals which is necessary because each company must evaluate what is needed for it to be competitive and successful once this is known training can be applied accordingly american transtech a subsidiary of att aligns its training with corporate go

8、als by focusing its training in the following manner managers are trained to hire their own personnel relying less on human resources once hired new employees go through a two-day orientation where company policy and procedures are outlined and teamwork participation is encouraged since teamwork is

9、an integral part of american transtech on completion of the orientation the new hires are placed in groups and trained about their job and its functions with the aid of a computer there are no instructors leading the class so it is necessary for the teams to discuss among themselves various problems

10、 and assignments presented to them on the computergroup training follows the employees to the workplace where groups often meet to discuss needs and problems of the company from this process the goals of training for the company are met the computerno instructor process is not mentioned very often b

11、ut is a more modern way to train as computer use is so widespread american transtech found this method is successful in getting people to work together as well as learn togethercorning glass works is another company which implemented a training programme aligned with its corporate goals training is

12、so important to corning glass that it felt the training given would directly relate to success and hopefully put it a step ahead of its competition the corporation with the help of outside consultants put together a textbook about quality at corning glass the training department worked hard exposing

13、 all 28000 employees to training in product and people quality mid-level management was the focus of the training the book was used as a guideline and the emphasis was teamwork from the initial training corning glass found problem areas which needed to be addressed in further company training course

14、s including interpersonal relationships and problem solving though use of books is by no means a modern training method a company writing its own book for training purposes and updating as needs arise is not a commonality most companies rely on outside training coursescontinuous learningmore recent

15、trends show training going beyond job specific to continuous learning in which the focus is on other areas of expertise within the company in continuous learning employees are encouraged to learn and understand the jobs and skills needed of those around them and more often perform them on a regular

16、basis semiautonomous work teams are most conducive in the continuous learning environment because each employee trains others in their group this way employees know one anothers jobs and can perform them in case of an employee absence employees begin to realize that learning and continuous training

17、is as big a part of their job as the job itself training one another or train the trainer is another important aspect of continuous learning it allows employees to develop new applications and techniques and share them with their peers or supervisorssb thomas inc feels there are two types of trainin

18、g in its continuous learning plan social and technical task training in social training employees are given a secondary job such as communicator counsellor safety officer these secondary jobs change frequently and are minor jobs compared with the job for which they are hired but it gives employees a

19、 teamwork sense of pride in productivity although this is not an actual training course in the truest sense it is a training method to increase employees morale and good employee morale increases work output as well as interpersonal relationsthe technical task training is focused on learning the job

20、 which the employee will perform films are used to illustrate and explain various tasks the company performs and those which will be undertaken by the new employee as this is not a new development it will not be discussedsb thomas has work teams in which members train one another a new hire learns f

21、rom a facilitator the overall job of the group in which heshe is placed in the course of this a new employee receives direction and support from a co-worker already experienced in the task although sb thomas does not focus as much on outside training eg college courses its commitment to the in-house

22、 training and motivation of all employees has proved effective factories are also utilizing modern training ideas they are prone to employ multiskilled workers and use multipurpose machines factories now use flexible automation organizing the shopfloor into cells and short assembly lines workers in

23、each cell must have knowledge and skills to operate a variety of machines and know product requirements single purpose assembly lines are a thing of the past because the ability to do more than one job increases productivity giving companies a competitive advantage traditionally single-skilled train

24、ing was highly specialized with centralized decision making the factory of the future focuses on cross-training and decentralized decision makingcommunication plays a major role in ensuring tasks are learnedin order to succeed in using multiskilled employees a factory must train immediately get empl

25、oyees involved and get the support of top management training must address many issues such as planning operating methods communication flows safety etc communication plays a major role in ensuring tasks are learned additionally stress and conflict must be overcome for employees to be most productiv

26、e through performing a variety of functions the employee gains task identity and skill variety creating increased motivation work performance and decreased absenteeism this is another form of continuous learning as employees are learning not only their particular job but also those of their cellmate

27、s this area of training has recently become widespread but not a major training impetusmanufacturer-useranother form of training is manufacturer-user which involves the vendor and supplier sharing ideas and information about design and implementation and having joint responsibility for training turn

28、ing to the manufacturer for aid in training would seem a likely choice as it should know about the machine in use and its various functions this form of training can result in more up-time increased creative applications manufacturer and customer satisfaction and improved design of machines it is al

29、so a relatively inexpensive way to train because the supplier does not need to implement training programmes or hire outside consultants manufacturer-user training asks for a training commitment from the supplier on entering into a buying agreement and the more co-operative and committed the vendors

30、 and users are the more productive the training is it is believed that this type of training although not used extensively will gain a foothold in the next ten yearsgoodyear tire and rubber company is an example of a company which initiated a manufacturer-user programme with its suppliers it require

31、s its suppliers to enter into a training agreement on award of an equipment bid a typical training agreement with suppliers requires access to suppliers plant by training poeple from goodyear in order to prepare task analysis and training materialhands-on use for operators maintenance workers and ma

32、nagers classroom work media equipment and instructionare also usedtraining content matching specifications requiredcomplete training before the equipment goes into operationa training representative of the supplier dedicated to full-time traininggoodyears training is limited teaching only a basic kn

33、owledge of how to use the equipment then leaves training new or additional employees up to the supplier using train-thetrainer style mentioned earlierdesigning and delivering training cost-effectivelythere are three approaches to designing and delivering training costeffectively the first is a syste

34、ms approach which organizes the educational process into manageable steps resulting in improved decision making and training deliverythe second approach is training partnerships with community colleges companies get together with colleges to decide which training courses can be offered and what the

35、company needs then the company signs up employees to attend this area is enhanced when colleges increase their flexibility of courses offered and provide high quality instructionthe third approach is satellite or live interactive tv which usually offers graduate level courses many companies use a co

36、mbination of the above three approaches they realized that learning occurs on the receiving endthe first approach mentioned is not a modern development so will not be discussed the second and third approaches have more recent applicationsnational technical university is an example of a company which

37、 uses both the second and third approach to design cost-effectively and deliver trainingcollege and satellite tv national tech is a non-profit private educational corporation which awards master degrees in selected fields involvement by 24 universities nation-wide as well as employees companies allo

38、ws national technical university to emphasize high quality instruction companies pay a fee to join which allows employees to partake in the education then the student pays the fees and may receive reimbursement from the employer the basic functions of national technical university are in addition to

39、 awarding master degrees in selected disciplines to provide research seminars operate telecommunication for on-site services offer short courses seminars and workshops to introduce new technology and establish a satellite network between industries and universities classroom time is done on-site or

40、at work over satellite this is the wave of the future as there is a growing number wanting to take part in this type of programmethe us army utilizes the third approach tv for effective costefficient training although this method is already used in industry the approach which the army took in presen

41、ting it is more modern the army training department found that a simple dry lecture on tv was not the most productive way to train they realized that learning occurs on the receiving end so getting the students involved through tv training would be a tough challenge they decided to restructure tv tr

42、aining by having their lecturers interact with the viewers by speaking to them as if they were in the same room asking questions and presenting problems which required teamwork among the students training was found to be more fun as students sat forward in their seats and concentration increased cre

43、ating a more conducive training programme this interactive approach although it works best does not seem to be the approach which many companies take译文员工培训的新发展克里斯蒂安德鲁昂 布赖恩克莱纳为了适应科技的迅速变化员工必须掌握日益复杂的技术和技能五个重要和培训成为背后的力量1全球和国内竞争2技术变革3兼并收购和资产剥离造成公司的结构和职能调整4获得更好教育的劳动力5新职业的出现如计算机等新的训练思路对应新的培训趋势的发展因为它能使有关员工工

44、作中的培训更切合实际实事求是培训必须让员工获得更广泛的知识使他们有效地利用新技术融入它的工作场所同时使企业降低成本获得更好的质量更快的获得投资回报提高生产率和一次员工适应变化和取得长期发展的培训在过去培训非常死板这与最近更现代的培训发展相比被证明是无效的在1988年利用今天紧跟技术发展的想法出版了两本书讨论了许多公司和现代员工培训的问题这四个领域讨论包括1结合企业目标调整的培训策略2持续学习3制造商用户4设计和提供培训成本效益此外在各种杂志的文章中也的补充讨论了这两本书同时有了引进新的训练方法的一些想法根据企业目标调整培训策略第一种类型的培训在上述书中提到讨论协调培训战略与公司的目标这是必要的

45、因为每个公司必须评估所需要的是竞争成功这可以相应地应用培训集团员工培训应使员工熟悉工作场所经常举行会议讨论群体的需要和公司的问题这个过程可以实现公司培训的目标计算机培训在这个过程中没有提及但往往是一个更现代的方式来训练计算机的如此普遍使用美国高科发现这种方法是让人们在工作和学习中共同合作取得成功康宁玻璃工程公司则使用另一种培训方式实现培训计划与企业目标相一致在康宁玻璃公司训练是很重要的他们认为培训效果的好坏将直接关系到企业成功并希望把它作为在竞争中领先一步的训练康宁玻璃公司在外部顾问公司的帮助下把对质量的要求放在一本教科书培训部门努力工作帮助所有28000名员工在产品和人的素质方面进行培训而中

46、层管理人员是培训的重点该书被用来作为一个方针重点是团队精神在最初的培训中康宁玻璃公司发现了许多问题这需要予以进一步开发公司的培训课程包括人际关系解决问题等方面虽然书的使用绝不是一个现代化的培训方法但是培训目的是公司将培训内容书面化并将其作为自己培训的内容有新需求出现时可以随时修改而现在大多数公司依然仅仅依靠外面的培训课程持续学习最近的趋势表明培训已经开始由 具体工作技能培训到终生学习特别是重点和专业领域内的公司在不断的学习鼓励员工学习和理解他们周围的工作更重要的往往是那些他们需要定期执行的技能半自治的工作团队是最有利于持续学习的环境因为每个员工在他们团队中不断得到鼓励这样员工都知道彼此的工作并

47、可以在雇员请假的情况下代替他们的工作员工开始认识到学习和不断的培训是他们工作的一部分相互训练或者叫培训培训者是另一种不断学习的重要方法它允许员工开发新的应用和技术并分享他们的同龄人或主管的经验com司认为在持续的学习计划中有两种类型的培训社会科学及技术工作的培训在社会科学培训雇员有一个如沟通辅导员安全人员二次就业这些人员的工作经常变动是与他们所被雇用的工作比较轻松但它给员工一个团队合作从而有提高劳动生产率的自豪感尽管这不是一个真正意义上的实际培训过程但它是一种以提高员工的士气和良好的工作输出以及人际关系的培训方法技术工作培训的重点是学习员工工作的执行力电影是用来说明和解释哪些公司的新员工的工作将被执行由于这并非一个新的发展我们将不予讨论com司的工作队各成员彼此合作作为一个新员工学习的推动者把新员工培训放在集团的整体工作中在这个过程中一个新员工收到的来自一个共同的任务已经在有经验的工人的指导和支持下开展起来了com司除了不集中的训练以外如大学课程他还致力于内部培训和提高全体员工的积极性这些都已经被证明是有效的工厂还利用现代培训理念他们还容易雇用多