培训迁徙影响成分及其对策剖析（国外英文资料）.docVIP

培训迁移影响因素及其对策分析（国外英文资料） To analyze the influencing factors and their countermeasures A, training is refers to the organization to achieve the organizations strategy and goal, improve the staffs work attitude and work behavior, performance, or update the knowledge, skills, and improve the working method of the planned and organized training and training activities. In all kinds of training, organizations are increasingly inclined to transition from non-structured on-the-job training or on-the-job training to formal structured training. Training is a major goal is to ensure that the employees work efficiently, in addition to learning and save the new knowledge, employees must also apply what they have learned in work in order to improve performance. Training in the work environment is the key to ensuring success in training activities. One of the important problems for trainees is that they have to learn from one situation and apply what they have learned in another situation. So under the condition of human resource training developers pay attention to what is prone to migration of training, for example, a managers support, the transformation of environment construction, transformation of technical support and opportunities, and so on, rather than in the research of learning transfer researchers focus on the design of the learning content. Training transfer and training transfer theory Training migration refers to trainees and sustained effectively the knowledge gained in the training, skill, behavior and attitude in work, which makes the process of training project exert its maximum value. In training the migration theory, the study of training transfer has formed three influential learning transfer theory, they are the same factors theory, incentive theory and cognitive transformation theory, these theories are in behaviorism, cognitive and humanistic learning theory developed the following training migration theory. Third, the factors that affect the training migr