第八讲员工培训与开发.pdf

Employee Training Staff Development Approaches, Skills and Issues 第6章 员工培训与开发 本章学习目的： 1．理解培训开发对组织的作用 2．了解培训开发程序和开发方法 3．评估培训的方式 4．了解提高培训效果的因素 5. 学习型组织 6.1 培训的目的与理论 6.1.1 什么是培训 培训是一个组织采取的促进内部成 员学习的正式步骤，以更使 培训后的成 员行为有助于组织目标的实现。 培训是一个过程，是培训专家和培 训管理者依据培训政府的组织战略目 标，制定培训政策，筹划培训项目，并 付诸实施的过程。 Training systematic process of altering the behavior of employees in a direction to increase organizational goals. 6.1.2 职工培训的目的 1. 培训可以支持组织目标 2. 培训是一种管理工具 3. 培训是为获得理想的行为 4. 培训为员工学习提供系统帮助 Organisational Expectations Barrow and Loughlin 1993 • to enable new technology and empower • ability to adapt and learn new skills, take responsibility for own learning and keep up-to-date • continuous quality improvement • flexibility, multi-skilling and shift in management style • departments with flatter, project/team structures. • reduce supervision, set own objectives, monitor own performance, take corrective action • manage interfaces and delight customers - external and internal Disappointment with Training • Talk, expenditure and effort is committed to training • Many have initiated training/development for others, contributing to or running training events • Evidence of gains from training, coaching, secondments, learning from experience (success and failure) and from role models. Yet, TD strategies have great capacity to disappoint. Why? • What determines and influences training effectiveness? • How do training needs become apparent? • What factors hinder/help investment in TD? • Is training a strategic issue and whose purposes are served? 6.1.3 培训理论－－学习原理 1 实践分配原理 2 整体地学习对部 分学习 3 刺激强化理论 4 学习结果反馈理 论 5 促动因素原理