额企业员工培训外文翻译文献

2021年1月24日发(作者：dime)
企业员工培训外文翻译文献


企业员工培训外文翻译文献




(
文档含英文原文和中文翻译
)





ture Research

Training and development
The meaning of Training and development


Training and development is the means to carry out certain business organizations 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 new 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 low- level
professional knowledge and skills. Face of large-scale enterprise development, the
企业员工培训外文翻译文献

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 professional, 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 from the
natural resources, physical capital and labor's point of view, can not explain all the
reasons for increase in productivity, capital and wealth as a form of conversion of
people's knowledge and abilities are decisive reasons for social progress. But it was
not the acquisition cost, it needs 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 variety
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
of
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. Therefore, 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 development

Divided by time period, training can be divided into long-term training and 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
企业员工培训外文翻译文献

the
two
organizations,
with
the
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
higher
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
organization,
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 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 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 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, 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 information as well as the
size of, the higher the level of information and larger, then the lower cost.

企业员工培训外文翻译文献

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
scientific
and
reasonable
cost
analysis
and
control
system
that
allows
business
managers
have
a
clear
framework
for
the
company's
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 business
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
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.
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
complexity
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
the
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,
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
企业员工培训外文翻译文献

an effective 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
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-learning
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
There
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
interpersonal 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 flexible 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 business, 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 interesting.

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
企业员工培训外文翻译文献

colleagues together, to digest, absorb and purpose of the skills.

3.
Instrument
Training:
Through
a
standardized,
there
is
no
organization
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 the 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 and 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
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,
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 China's accession
to
the
WTO
and
the
world
economic
integration,
business
has
never
been
as
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
the
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
企业员工培训外文翻译文献

and
ownership.
On
businesses
of
employee
training
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
Shenzhen's
270
employees
100
to
conduct
a
survey,
almost
all
of
these
people
participated
in
the
training.
Of
which
80%
of
the
staff
for
their
work
expressed
their
satisfaction
with
87% of employees are willing to remain in the company. Training not only improved
the skills of workers and trade unions to raise awareness of their own values, goals for
a better understanding.

(2), training to promote the business and employees, management and staff level of
two-way
communication,
enhance
cohesion
and
cohesiveness,
excellent
shape
corporate culture. Many enterprises have taken training and commissioned their own
training methods. Training to do so easily into the corporate culture, because culture is
the soul, it is a core value for all employees of the education enterprise micro-cultural
system.
Enterprise
management
and
staff
agree
that
corporate
culture
will
not
only
take the initiative to study scientific and technological knowledge and skills to master,
but also would enhance a sense of ownership, quality awareness, sense of innovation.
So as to nurture their professionalism, innovation and social responsibility to develop
all
levels
of
scientific
and
technological
knowledge
self-consciously
to
create
a
favorable
atmosphere
for
the
invention,
enterprise
IT
professionals
will
grow,
enterprise
technology
development
capacity
will
be
increased.
More
papers
in
business management

(3), training can improve the overall quality of employees, increase productivity and
service levels, establish a good image of enterprises, and enhance the profitability of
the
business.
U.S.
authorities
monitoring,
training
return
on
investment
of
around
33%
generally.
The
United
States
in
the
analysis
of
large-scale
manufacturing
companies, the company obtained from the training rate of return of up to about 20%
-30%. Motorola annually to all employees with at least 40 hours of training. Survey: 1
U.S.
dollars
per
Motorola
training
fees
can
be
in
3
years
to
achieve
the
production
efficiency
of
40
U.S.
dollars.
Motorola
believes
that
the
quality
of
good
corporate
employees have been through technical
innovation and economical
operation of the
企业员工培训外文翻译文献

company
has
created
four
billion
U.S.
dollars
of
wealth.
Training
Motorola's
huge
investment in training revenue shows the importance of the enterprise.

(4), to
adapt to market changes, enhance the competitive edge of the reserve forces
training
enterprises,
enterprises
operating
Yong-Ji
vitality.
To
put
it
bluntly
the
competitiveness of enterprises is a competition of talents. Growing wise entrepreneurs
realize that training can not be ignored is the development of the
is to enhance the
show
that
technological
innovation
is
the
best
investment
ratio
5:5,
that
is,

investment
and
50%
of
hardware
investment.
People-oriented
soft-technology
investments,
the
role
of
the
machinery
and
equipment
investment
in
the
hardware
technology,
doubled
the
effectiveness
of
output.
Equipment
in
the
same
conditions,
the increase in
of 8. Promote technological innovation in developed countries not only pay attention
to the introduction of machinery and equipment upgrading of the hardware inputs and
so on, and pay more attention to improve people's quality as a major objective in the
soft technology. Facts have proved that talent is the primary resource, with first-rate
talent,
we
can
develop
a
first-class
products,
to
create
first-class
performance,
enterprises can be competitive in the market in an invincible position.
The principles of training and development

In order to ensure the direction of training and development will not deviate from the
target organizations & companies need to develop basic principles and be guided by
them. Specifically include the following:

1. Strategic principles

Enterprises must be staff training and development on a strategic level to understand.
Bring
immediate
relief
and
some
staff
training,
staff
will
soon
be
reflected
in
performance on; some may be obvious after a number of years in order to receive the
results, especially for training managers. Therefore, many companies see training as
an
input
but
not
output
to

money
transactions,
the
current
emphasis
is
often
placed
on
the
interests
of
the
arrangements,

admittance
except
on
business
to
attend training, and in genuine need of trained personnel due to the heavy task and can