员工培训_毕业论文外文翻译.docVIP

外文文献 Staff Training After workers have been selected, they may still lack the skills, knowledge,and abilities need to perform successfully. Most workers require to do their current jobs properly. If the organization wishes to place its employees in more responsible positions in the future, developmental activities also have to take place. Steps to training and development To receive the benefits, Human Resource (HR) specialists and managers must assess the needs, objectives, content, and learning principles associated with training. The person who is responsible for training or development must assess the needs of the employee and the organization to learn which objectives should be sought. Once objectives are set, the specific content and learning principles are considered. 。 Needs assessment Needs assessment diagnoses current problems and future challenges to be met though training and development. For example, competitive pressure may lead to downsizing and the restructuring that accompanies it. As a result, the remaining employees may need to be more broadly trained. The individual employee’s needs may be determined by the HR department, by supervisors, or by self-nomination. To pinpoint the range of training needs and define their content, the HR department uses different approaches to needs assessment. It may survey potential trainees to identify specific topics about which they want to learn more. Of course, this approach presumes that those surveyed know what training they need. For new employees this method is not likely to be successful.Another HR-led approach is tasks the job requires. Then, once they have an understanding of those tasks, specific plans are developed to provide the necessary training so that job incumbents can perform the tasks. Training and Development objectives Needs result in training and development objectives. These stated objectives then become standards against which individual performance and the program can be