China-Europe Public Administration Project II (CEPA II) 中国– 欧盟.ppt

Reviewing the current model审查现有模式 Revising the levels修改层次 Motivation - not Reaction动机——而非反应 Learning学习 Performance - not behaviour绩效——而非行动 Results结果 Changing the order around变换顺序 Results结果 Performance绩效 Learning学习 Motivation动机 Revised Evaluation Model修改后的评估模式 Goals (Planning)目标（规划中） What is our organisational objective to improve the business?我们的组织对提升业务的目标是什么？ What must the learners be able to perform in order to achieve our objective?学习者必须有怎样的绩效才能实现我们的目标？ What new knowledge, skills and resources do they need to perform?他们需要什么新知识、技能和资源来表现？ What must the learners perceive in order to learn and perform?学习者必须理解些什么才能学习和表现？ Level of Evaluation评估层次 Results结果 Is the desired impact being felt?大家感受到预期效果了吗？ Performance绩效 Did they transfer their skills to the workplace?他们将自己的技能转移到工作场合了吗？ Learning学习 Did they learn the skills needed and/use the resources they were given?他们学习到需要的技能并运用获得的资源了吗？ Motivation动机 Are they motivated to learn and perform?他们有动机学习和表现吗？ Action LearningProgramme行动学习项目 What is Action learning ?什么是行动学习？ Action Learning is a social learning process which brings people together to find solutions to problems, and develops both the individuals and their organisations 行动学习是 将人们聚在一起发现解决问题的方案并实现个人及其组织共同发展的一种社会学习过程。 CONTEXT SETTING条件设置 Developing the role of manager as a communicator and supporter of participative and change processes for staff将管理者的角色设定为员工参与和改变过程中的沟通者和支持者 Experiential Learning with emphasis on the transfer of learning to the workplace强调将学习成果运用到工作场合中的经验学习 Success of previous programs where relevance to work was a key evaluation result过往项目的成功之处在于与工作的相关性是一项关键的评估结果 Will be a complement to other management training将对其他管理培训形成补充 Overview of Action Learning行动学习概览 Pioneered in Europe by Reg Revans as early as 1938早在1938年在欧洲由Reg Revans创始 Has also been used in China也在中国得到运用 ‘Development of the self, not merely development by the self’“发展自我，而不仅仅是自我发展” Learning must be conscious activity i.e. must learn from mistakes as w