外文翻译培训与开发abtg

1、training and developmentjudith b. strotheradministration and policy in mental health, no. 1, september 1997, vol. 2531培训与开发朱迪斯.b.斯特罗瑟心理健康的管理和政策，1997，1卷：25311，培训与开发的定义员工培训是指一定组织为开展业务及培育人才的需要，采用各种方式对员工进行有目的、有计划的培养和训练的管理活动，其目标是使员工不断的更新知识，开拓技能，改进员工的动机、态度和行为，是企适应新的要求，更好的胜任现职工作或担负更高级别的职务，从而促进组织效率的提高和组织目标的

2、实现。2，培训的发展我们都知道，普通的教育，只能够提供一些基本的专业知识和层次很低的技能。而面临规模化的企业发展，必须进行多次的技能培训，才能使员工逐步达到企业的不断的发展的要求。所以，组织为了提高劳动生产率和个人对职业的满足程度，直接有效地为组织生产经营服务，不断采取各种方法，对组织的各类人员进行教育培训投资活动。美国经济学家、诺贝尔经济学奖得主舒尔茨发现，单纯从自然资源、实物资本和劳动力的角度，不能解释生产力提高的全部原因，作为资本和财富的转换形态的人的知识和能力是社会进步的决定性原因。但是它的取得不是无代价的，它需要通过投资才能形成，组织培训就是这种投资中重要的一种形式。3，培训的层次组

3、织培训的主体，企业培训是组织的全部员工，由于员工担任的职位不同，因此培训方向具有多样化的特征。一般来说，主要划分为三大类：一是决策层，二是管理层，三是操作层。4，培训的内容组织培训内容结构是培训的内在具体形态，因而制定公司培训内容，必须与组织的事业进步、发展战略和目标相联系，然而有时为了适应组织外部环境的变化，也采用一些应急培训的措施。所以，作为培训的内容结构，应当把组织长期发展与当前的生产结合起来，共同纳入企业培训内容。5，培训的周期按时间期限划分，培训可以分为长期培训和短期培训，长期培训一般计划性较强，有较强的目的性；按培训方式，又可分为在职培训和脱产培训两种；按培训体系，可划分为组织内培

4、训体系和组织外培训体系两种，内培训体系包括基础培训，适用性培训，日常培训，个别培训和目标培训等；组织外的培训体系如果按教育机构来划分，可分为三类：全日制的大中专院校和承认高等院校地方政府和行政部门举办的教育培训机构利用社会的资源办学校。6，培训的经费来源组织培训经费主要来源于两种途径：一是组织内部来源，主要指组织与员工分摊培训费用；二是社会集资，首先由政府通过税收方式征收培训费，然后由国家组织，社会统筹各企业出资赞助。7，训的经济效益由于组织实施的培训提高了员工的技能并调动了生产积极性，所以在同样的条件下员工能创造更多的效益。对于效益的增加，可以采用两种方法：直接计算法和间接计算法。在培训的过

5、程中，要注意受训者的学习曲线和信息的反馈，及时的听取受训者的信息，能够帮助组织提高今后的培训效果，减少不必要的支出。在培训市场上，有不同风格的讲师，也有不同种类的课程，有的课程是讲师自己开发的，有的课程是代理国外的，也有的课程是企业自行设计的。课程设计是培训的第一步，用不同方式设计的课程，讲师的讲法是不同的，最后的培训效果也是不同的。就象剧本决定了一出戏一样，课程设计是培训的第一步，也决定了课程的效果。8，培训的成本主要根据教育培训的信息化水平以及规模而定，信息化水平越高和规模越大，则成本越低。有效的成本控制是企业在激烈的市场竞争中成功与否的基本要素。 但成本控制绝对不仅仅是单纯的压缩成本，需

6、要建立起科学合理 的成本分析与控制系统，让企业的管理者清楚地掌握公司的成本构架、盈利情况和决策的正确方向，成为企业内部决策的关键支 持，从根本上改善企业成本状况，从而真正实现有效的成本控制。9，员工培训的8种形式 9.1，讲授法：属于传统的培训方式，优点是运用起来方便，便于培训者控制整个过程。缺点是单向信息传递，反馈效果差。常被用于一些理念性知识的培训。 9.2，视听技术法：通过现代视听技术（如投影仪、dvd、录像机等工具），对员工进行培训。优点是运用视觉与听觉的感知方式，直观鲜明。但学员的反馈与实践较差，且制作和购买的成本高，内容易过时。它多用于企业概况、传授技能等培训内容，也可用于概念性知

7、识的培训。 9.3，讨论法：按照费用与操作的复杂程序又可分成一般小组讨论与研讨会两种方式。研讨会多以专题演讲为主，中途或会后允许学员与演讲者进行交流沟通。优点是信息可以多向传递，与讲授法相比反馈效果较好，但费用较高。而小组讨论法的特点是信息交流时方式为多向传递，学员的参与性高，费用较低。多用于巩固知识，训练学员分析、解决问题的能力与人际交往的能力，但运用时对培训教师的要求较高。 9.4，案例研讨法：通过向培训对象提供相关的背景资料，让其寻找合适的解决方法。这一方式使用费用低，反馈效果好，可以有效训练学员分析解决问题的能力。另外，近年的培训研究表明，案例、讨论的方式也可用于知识类的培训，且效果更

8、佳。9.5，角色扮演法：授训者在培训教师设计的工作情况中扮演其中角色，其他学员与培训教师在学员表演后作适当的点评。由于信息传递多向化，反馈效果好、实践性强、费用低，因而多用于人际关系能力的训练。9.6，自学法：这一方式较适合于一般理念性知识的学习，由于成人学习具有偏重经验与理解的特性，让具有一定学习能力与自觉的学员自学是既经济又实用的方法，但此方法也存在监督性差的缺陷。 9.7，互动小组法：也称敏感训练法。此法主要适用于管理人员的人际关系与沟通训练。让学员在培训活动中的亲身体验来提高他们处理人际关系的能力。其优点是可明显提高人际关系与沟通的能力，但其效果在很大程度上依赖于培训教师的水平。9.8

9、，网络培训法：是一种新型的计算机网络信息培训方式，投入较大。但由于使用灵活，符合分散式学习的新趋势，节省学员集中培训的时间与费用。这种方式信息量大，新知识、新观念传递优势明显，更适合成人学习。因此，特别为实力雄厚的企业所青睐，也是培训发展的一个必然趋势。 10培训方法的分类1.微笑式的培训：以人为中心，通过各种特殊事件、富有激情的演讲，以及对参与者进行表扬，让参训者觉得培训过程非常有趣。2.上手培训：新工人首先对自己以后需要执行的工作进行观察，然后，通过长时间与那些经验丰富的师傅或同事们在一起工作，达到消化、吸收和掌握各种技能的目的。3.工具式培训：通过标准化的，没有为组织或组织中的工作量身定

10、做的评价工具，获得与自己技能有关的知识和信息。4.以学习目标为基础的培训：包括了结构化的、指导性的培训设计，关注的焦点在于为了更好执行某一工作，任职者必须学习哪些具体的知识和技能。5.企业内训：通过请培训师给员工进行系列的培训。6.公开课程：参加短期的培训课程，企业可以派送相关岗位的人员去学习相关的短期课程，可以结省企业的培训成本又人因岗位不同更好的接受培训。7.专业培训班：类似的就有人力资源mba班，总监班这些高端的长期性的培训班，有一套成体系的专业知识，又是利用业于时间开课，更好的方便了在职者充电。11员工培训的作用企业员工培训，作为直接提高经营管理者能力水平和员工技能，为企业提供新的工作

11、思路、知识、信息、技能，增长员工才干和敬业、创新精神的根本途径和极好方式，是最为重要的人力资源开发，是比物质资本投资更重要的人力资本投资。随着我国加入wto和世界经济一体化，企业从来没有象现在那样重视培训。本文就培训谈些个人看法，以求创新企业培训。 11.1，培训企业腾飞的翅膀 有效的企业培训,其实是提升企业综合竞争力的过程。事实上,培训的效果并不取决于受训者个人,而恰恰相反,企业组织本身作为一个有机体的状态,起着非常关键的作用。良好的培训对企业好处有四点： 11.1.1，培训能增强员工对企业的归属感和主人翁责任感。就企业而言，对员工培训得越充分，对员工越具有吸引力，越能发挥人力资源的高增值性

12、，从而为企业创造更多的效益。有资料显示，百事可乐公司对深圳270名员工中的100名进行一次调查，这些人几乎全部参加过培训。其中80%的员工对自己从事的工作表示满意，87%的员工愿意继续留在公司工作。培训不仅提高了职工的技能，而且提高了职工对自身价值的认识，对工作目标有了更好的理解。 11.1.2，培训能促进企业与员工、管理层与员工层的双向沟通，增强企业向心力和凝聚力，塑造优秀的企业文化。不少企业采取自己培训和委托培训的办法。这样做容易将培训融入企业文化，因为企业文化是企业的灵魂，它是一种以价值观为核心对全体职工进行企业意识教育的微观文化体系。企业管理人员和员工认同企业文化，不仅会自觉学习掌握科

13、技知识和技能，而且会增强主人翁意识、质量意识、创新意识。从而培养大家的敬业精神、革新精神和社会责任感，形成上上下下自学科技知识，自觉发明创造的良好氛围，企业的科技人才将茁壮成长，企业科技开发能力会明显增强。更多企业管理论文请在茅山下查找. 11.1.3，培训能提高员工综合素质,提高生产效率和服务水平,树立企业良好形象，增强企业盈利能力。美国权威机构监测，培训的投资回报率一般在33%左右。在对美国大型制造业公司的分析中，公司从培训中得到的回报率大约可达20-30。摩托罗拉公司向全体雇员提供每年至少40小时的培训.调查表明：摩托罗拉公司每1美元培训费可以在3年以内实现40美元的生产效益。摩托罗拉公

14、司认为，素质良好的公司雇员们已通过技术革新和节约操作为公司创造了40亿美元的财富。摩托罗拉公司的巨额培训收益说明了培训投资对企业的重要性。11.1.4，适应市场变化、增强竞争优势，培养企业的后备力量,保持企业永继经营的生命力。企业竞争说穿了是人才的竞争。明智的企业家愈来清醒地认识到培训是企业发展不可忽视的“人本投资”，是提高企业“造血功能”的根本途径。美国的一项研究资料表明，企业技术创新的最佳投资比例是5：5，即“人本投资”和硬件投资各占50%。人本为主的软技术投资，作用于机械设备的硬技术投资后，产出的效益成倍增加。在同样的设备条件下，增加“人本”投资，可达到投1产8的投入产出比。发达国家在推

15、进技术创新中，不但注意引进、更新改造机械设备等方面的硬件投入，而且更注重以提高人的素质为主要目标的软技术投入。事实证明，人才是企业的第一资源，有了一流的人才，就可以开发一流的产品，创造一流的业绩，企业就可以在市场竞争中立于不败之地。12，培训与开发的原则为了保证培训与开发的方向不偏离组织预定的目标&企业必须制定基本原则，并以此为指导。具体包括以下几个方面：12.1，战略原则企业必须将员工的培训与开发放在战略的高度来认识。员工培训有的能立竿见影，很快会反映到员工工作绩效上；有的可能在若干年后才能收到明显的效果，尤其是对管理人员的培训。因此，许多企业将培训看成是只见投入不见产出的”赔本”买卖,往往

16、只重视当前利益,安排”闲人”去参加培训,而真正需要培训的人员却因为工作任务繁重而抽不出身.结果就出现了所学知识不会用或根本不用的“培训专业户”使培训真正变成了只见投入不见产出的”赔本”买卖.因此&企业必须树立战略观念&根据企业发展目标及战略制定培训规划,使培训与开发与企业的长远发展紧密结合.12.2，理论联系实际,学以致用原则员工培训应当有明确的针对性,从实际工作的需要出发&与职位特点紧密结合,与培训对象的年龄、知识结构、能力结构、思想状况紧密结合,目的在于通过培训让员工掌握必要的技能以完成规定的工作,最终为提高企业的经济效益服务。只有这样培训才能收到实效,才能提高工作效率。12.3，知识技能

17、培训与企业文化培训兼顾的原则培训与开发的内容，除了文化知识、专业知识、专业技能的培训内容外，还应包括理想、信念、价值观、道德观等方面的培训内容。而后者又要与企业目标、企业文化、企业制度、企业优良传统等结合起来，使员工在各方面都能够符合企业的要求。12.4，全员培训与重点提高相结合的原则全员培训就是有计划、有步骤地对在职的所有员工进行培训，这是提高全体员工素质的必经之路。为了提高培训投入的回报率，培训必须有重点，即对企业兴衰有着重大影响的管理和技术骨干，特别是中高层管理人员、再者就是有培养前途的梯队人员，更应该有计划地进行培训与开发。12.5，培训效果的反馈与强化原则培训效果的反馈与强化是不可缺

18、少的重要环节。培训效果的反馈指的是在培训后对员工进行检验，其作用在于巩固员工学习的技能、及时纠正错误和偏差，反馈的信息越及时、准确&培训的效果就越好。强化则是指由于反馈而对接受培训人员进行的奖励或惩罚。其目的一方面是为了奖励接受培训并取得绩效的人员、另一方面是为了加强其他员工的培训意识，使培训效果得到进一步强化。training and developmentthe meaning of training and development training and development is the means to carry out certain business organizatio

19、ns and the need for investing in human capital, using a variety of ways to carry out the purpose of staff in a planned training and training management activities, and its goal is to enable staff to update knowledge and develop skills, improve staff motives, attitudes and behavior to adapt to the ne

20、w requirements of enterprises, their current win better work or higher levels of job responsibility, thus contributing to the improvement of organizational efficiency and organizational goals. the development of training and development we all know that general education can only provide some basic

21、low-level professional knowledge and skills. face of large-scale enterprise development, the need for a number of skills training in order to enable staff to achieve continuous business development. therefore, the organization in order to raise labor productivity and personal satisfaction for profes

22、sional, direct and effective for the organization of production and management services, the government has implemented a variety of methods, types of organizations to carry out investment activities in education and training. u.s. economist and nobel laureate in economics, schultz found that simply

23、 from the natural resources, physical capital and labors point of view, can not explain all the reasons for increase in productivity, capital and wealth as a form of conversion of peoples knowledge and abilities are decisive reasons for social progress. but it was not the acquisition cost, it needs

24、to be formed through investment, training is an important investment in such a form. the level of training and development the main groups of the organization of training, corporate training is to organize all the staff, staff positions held as a result of different orientation training with a varie

25、ty of characteristics. in general, the main is divided into three categories: first, the decision-making level, and the other is management is the operation of three layers.the main contents of training and development organization of training content and structure is inherent in the specific form o

26、f training, thus the development of the company training content, and organization must be the cause of progress, development strategies and goals, but sometimes in order to adapt to organizational changes in the external environment, but also training in the use of some emergency measures. therefor

27、e, as the contents of the structure of training should be long-term development of the organization of production with the current combination of common training content into the enterprise. period of training and developmentdivided by time period, training can be divided into long-term training and

28、 short-term training, long-term training of more general scheme, there is a strong purpose; by training, job training and can be divided into two full-time training; by the training system, organizations can be divided into the training system and training system for the two organizations, with the

29、training system, including basic training, the applicability of training, day-to-day training, individual training and training objectives; the training system organizations, educational institutions, if divided, can be divided into for three categories: full-time college and the recognition of high

30、er education institutions, local governments and administrative departments of education and training institutions, the use of community resources to schools. source of funding for training and development organization of training funds mainly come from two ways: first, the source of the organizatio

31、n, mainly referring to organizations and staff training costs assessed; second is the raising of funds, first of all by the government through taxes levied training, and then by the state organizations, social enterprises to co-ordinate the funding sponsorship. the economic benefits of training and

32、development as the organization and implementation of staff training to improve skills and to mobilize the enthusiasm of the production, so under the same conditions of employees to create more effective. the increase in the efficiency, can be used in two ways: direct and indirect calculation method

33、 of calculation. in the course of training, trainees should pay attention to the learning curve and information feedback, trainees listen to timely information that can help organizations improve the effectiveness of future training, to reduce unnecessary expenditures. in the training market, there

34、are different styles of lecturers, there are different types of courses, some courses are developed by their own lecturers, some courses are foreign agents, and some courses are designed by companies. training curriculum design is the first step in the design of different ways to use the curriculum,

35、 lecturers say is different, the final results of the training are different. determines the script as a drama, the curriculum design is the first step in training, but also determines the effectiveness of courses.the cost of training education and training primarily on the basis of the level of inf

36、ormation as well as the size of, the higher the level of information and larger, then the lower cost. effective cost control is in fierce competition in the market of the basic elements of success. however, the absolute cost control is not just the cost of compression, the need to establish a scient

37、ific and reasonable cost analysis and control system that allows business managers have a clear framework for the companys costs, profitability in the right direction and decision-making, internal decision-making enterprises key support to radically improve the situation of the cost of doing busines

38、s and thus truly effective cost control. 8 kinds of employee training forms 1, the teaching method: the training of the traditional way to use up the advantage of convenient, easy to control the whole process of training. the disadvantage is that a one-way transmission of information, poor feedback

39、effects. some of these notions are often used for training knowledge. 2, audio-visual technology law: adoption of modern audio-visual technology (such as projectors, dvd, vcr and other tools), training of staff. advantage of the use of visual and auditory perception of the way of clear-cut intuitive

40、. however, feedback from students and practice less, and the cost of production and the purchase of a high content of easily outdated. it is used for business profiles, to impart training skills, conceptual knowledge can also be used for training. 3, to discuss the law: in accordance with the comple

41、xity and operation cost of the procedure can be divided into the general panel discussions and seminars in two ways. lectures, seminars and more in the main, or after the half-way to allow students and lecturers communicate. advantage of multi-directional transmission of information, compared with t

42、he teaching of good feedback effects, but higher cost. the panel discussion is characterized by law, when the exchange of information for multi-directional transmission, the participation of students with high, low-cost. used for the consolidation of knowledge, analysis of the training of students,

43、problem-solving skills and the ability of human interaction, but the training of teachers on the use of the higher. 4, case study method: the training of clients, through to the relevant background information, to find a suitable solution. the use of low-cost, effective feedback can be an effective

44、analysis of the training of students problem-solving abilities. in addition, training in recent years studies have shown that the case, discussion can also be used for the training of knowledge category, and better.5, role-playing method: training grant to train teachers in the work of the design of

45、 which play a role in the training of teachers and other students in the students after performing the appropriate comments. as a result of multi-directional transmission of information, feedback effects, and practical, and low-cost, and thus more capacity for human relations training. 6, self-learn

46、ing method: this approach is more suitable for the general concept of knowledge, with emphasis on adult learning as a result of experience and understanding of the properties, so that a certain learning ability and self-conscious students is both economical and practical approach, but this method th

47、ere are also deficiencies in poor supervision. 7, group interaction law: also known as sensitivity training. this method is mainly applicable to the management of interpersonal and communication training. training to enable trainees to experience activities to enhance their ability to deal with inte

48、rpersonal relationships. the advantage is improved interpersonal relationships and communication skills, but its effects depend on the level of teacher training. 8, network training act: is a new type of computer network information on training methods, greater input. however, due to the use of flex

49、ible and distributed learning in line with new trends, focus on training students to save time and costs. large amount of information in this way, new knowledge and new delivery concepts have obvious advantages, it is more suitable for adult learning. therefore, for the strength of the popular busin

50、ess, training and development is an inevitable trend. the classification of training methods 1. smile training: to serve the people, through a variety of special events, a speech full of passion, as well as recognition of participants, so that participants feel that the training process very interes

51、ting. 2. hands-on training: first of all new workers need to perform their work after the observation, and then, through long experience with those who mentor or work colleagues together, to digest, absorb and purpose of the skills. 3. instrument training: through a standardized, there is no organiz

52、ation or organizations for the work of the evaluation tools tailored to obtain the relevant skills and their knowledge and information. 4. objective-based instuction: including a structured, guiding the training design, the focus is to better the implementation of a work, the incumbent must learn th

53、e specific knowledge and skills. 5. enterprises house: by inviting trainers to a series of staff training. 6. public courses: to participate in short-term training courses, job-related enterprises for the delivery of the staff to learn the relevant short courses, you can end the cost of provincial a

54、nd corporate training people in different positions and better training. 7. the professional training courses: there is a similar human resources mba classes, classes, director of the long-term nature of these high-end training courses, a set of professional knowledge into the system, it is time to

55、start the use of industry and better facilitate the incumbent charge.the role of training and development employee training, as the ability to directly raise the level of managers and staff skills, providing new ideas, knowledge, information, skills, competence and professional growth of employees,

56、the fundamental spirit of innovation and an excellent way to approach is the most important human resources development, investment in physical capital than the more important investment in human capital. with chinas accession to the wto and the world economic integration, business has never been as

57、 great importance to training. in this paper, some personal views on the training to the training of innovative enterprises. 1. training - business to take off effective training, in fact, is to enhance the competitiveness of our business process. in fact, the effect of training does not depend on t

58、he individual trainees, but the contrary, the business organization as a state of organisms, plays a crucial role. good-to-business benefits of training four points: (1), training to improve staff-to-business sense of responsibility sense of belonging and ownership. on businesses of employee trainin

59、g more fully, more attractive to employees, human resources can play a more high-value-added, so as to create more effective business. data showed that pepsi-cola company of shenzhens 270 employees 100 to conduct a survey, almost all of these people participated in the training. of which 80% of the staff for t