基于胜任力的培训还是传统的培训外文翻译.docVIP

本科毕业论文（设计） 外 文 翻 译 题 目 基于胜任力的A公司培训课程体系研究 学 院 商学院 专 业 人力资源管理 班 级 学 号 学生姓名 指导教师 外文题目 Competency-Based or a Traditional Approach to Training? 外文出处 T+D 外文作者 Dubois,David1 Rothwell, William2 原文： Competency-Based or a Traditional Approach to Training? A new look at ISD models and an answer to the question, Whats the best approach? You might think of employee training as a process of helping individuals adjust to the corporate culture of an organization and become or remain productive as competitive, technological, and organizational conditions change. This article compares traditional and competency-based views of employee training. To that end, it addresses and answers these questions: What is employee training? What are competencies, and why are they important? How is training traditionally carried out? How can training become competency-based? What are the advantages and challenges of a competency-based approach to employee training? When should training become competency-based, and when should it be handled traditionally? What models can guide competency-based training? How can the model of competency-based training be implemented? These questions, and our answers to them, provide thought-provoking ways to compare and contrast a traditional to a competency-based approach to training. Training, according to The ASTD Reference Guide to Workplace Learning and Performance (HRD Press, 2000), is a short-term learning intervention. It is intended to build on individual knowledge, skills, and attitudes to meet present or future work requirements. Training should have immediate and highly s