人力资源培训英文概要1.pptVIP

Cost-Benefit Analysis Balancing Costs and Benefits of Training Typical Costs Trainer’s salary and time Trainee’s salary and time Materials for training Expenses for trainer and trainees Cost of facilities and equipment Lost productivity (opportunity cost) Typical Benefits Increase in production Reduction in errors and accidents Reduction in turnover Less supervision necessary Ability to use new capabilities Attitude changes Evaluation Evaluation Design Post-Measure Pre/Post-Measure Pre/Post-Measure with Control Group Evaluation The End Needs Assessment Identifies the tasks and competencies that training should emphasize Looks at conditions: Job environment Deadlines Performance standards Organization Analysis Job/ task Analysis Needs Assessment Determines if performance issues result from competency gaps Determines who needs training Determines if employees are ready for training Organization Analysis Task Analysis Individual Analysis 工作分析和工作描述 能力与激励 绩效标准 工作绩效水平 比较和绩效评价 确定弱势领域 挑选针对弱势领域的方法和计划 思索衡量方法，成本，时间 实施培训 工作 个人 分析 绩效 评估 培训 Establish training objectives and priorities(分清轻重缓急) P281 Must be established by identifying a gap analysis Training objectives and priorities are set to close the gap 3 types of training objectives Knowledge: impart cognitive information and details to trainees Skill: develop behavior changes in how jobs and task requirements are performed Attitude: create interest in and awareness of the importance of training Training Design Effective training design considers learning concepts, legal issues, and different approaches to training. Learning: The Focus of Training Learning Learning Styles Learner Readiness Design for Transfer Ability to Learn Self-Efficacy(自我效能感） Learner Readiness Motivation to Learn A person’s desire to learn training A person’s belief that he/she can successfully learn the training program content 1.Offer remedial training to people in their current workforce who need it. 2.Hir