员工培训

　　(1) How do you think a supervisor should select employees for training courses?

　　作为主管，你觉得应该如何挑选员工参与培训课程?

　　As a supervisor, you must be impartial(公平的) in selecting employees for training. You should base your training decisions on sound management practices without regard to factors such as race, color, religion, sex, sexual orientation, national origin, disability, or age.

　　(2) Is it important for you to be offered opportunities for training in a job?(Why?/Why not?)

　　在工作中有机会接受培训，对你来说重要吗?(为什么?)

　　Yes, training is important for me to handle new and more demanding assignments, maintain effective and satisfactory performance. Offering employees training should be the obligation of modern organizations.

　　(3) How to make a training course successful?

　　如何使培训有成效?

　　To make training effective, you should consider location, making sure that you choose an appropriate location for your presentation, and eliminate environmental distractions, such as noise, poor seating arrangements, poor lighting, etc.

　　(4) Who do you think should contribute towards the cost of employees’ training, the employees or the employer?(Why?)

　　员工培训的费用该由谁承担，员工还是雇主?(为什么?)

　　The employer should pay for the training, because employees are the greatest asset of modern organization and paying for training is just a kind of investment.

　　PART TWO: Mini-presentation

　　What’s important when…

　　Choosing a training program to attend 挑选培训课程时，需要考虑哪些点：

　　l Content/subjects covered 培训内容

　　l Trainer 培训教师

　　l

　　When choosing a training program, it’s important to consider the training content. As we know, the purpose of training is to improve your knowledge, skills and abilities needed for high quality performance and optimum contributions to the goals and objectives of your organization, so whether the subjects covered is targeted at your KSA of your job and whether the content is above your level are crucial. Otherwise it would be a waste of time and money.

　　In addition to content, trainers’ qualification and status are important. To make a training course effective, trainers play an important role. Qualification and status can at least prove that trainers’ KSA are of higher level, if not profound level, while trainers’ experience can guarantee effective training techniques and strategies, thus ensuring interesting, responsive and quality training.

　　Besides, location of training cannot be overlooked. Place of interest is preferable. Experts, together with beautiful scenery, make the training more attractive to trainees. Everyone would agree that it is a good idea to kill two birds with one stone.

　　Length of training cannot be ignored either, training shouldn’t last too long or too short. Lengthy training will be boring and tiring, while too short training inadequate.

　　当选择一个培训课程，考虑培训内容是很重要的。因为我们知道，培训的目的是改善知识、技能和能力以达到高质量高性能的需求，并且为公司的目标做出巨大贡献。因此，培训是否涵盖培训工作中的知识、技能和能力以及内容是否超越你的水平至关重要。否则，将会是浪费时间和金钱。

　　除了培训的内容，培训讲师的资格和地位是很重要的。为了使培训课程有效果，讲师担当了重要的角色。资格和地位至少证明了讲师的KSA处于高水平。如果不具有资深的水平，讲师的培训经验也能保证有效的培训技巧和培训策略，因此,确保其是一个有趣味性、及时性和高质量的培训。

　　除此之外，培训的场所也不能被忽略。有趣的地方是最好的。专家们聚集在一个风景秀丽的地点，可以使学员对培训更感兴趣。大家都同意这是一个一石二鸟的好方法。

　　培训的长度也不能被忽视。培训不应该持续太长或太短时间。太长的培训会让给感到厌倦和劳累，同时太短的培训是不够的。

　　Training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs.

　　培训就是专家向学员传授某一领域的知识和技能以改进他们的现有工作。

　　Development is a broad, ongoing multifaceted set of activities (training activities among them)to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future.

　　发展是广泛的、持续的、多方面的系列活动(培训活动只是其中之一)，目的在于将某个人活着某个组织的的业绩提高到一个层次，通常是为将来从事某一工作或承担新的角色做准备。

　　Typical Reasons for Employee Training and Development

　　员工培训与发展的主要理由

　　Training and development can be initiated for a variety of reasons for an employee or group of employee, e.g.:

　　员工的培训和发展理由多种多样，如：

　　(1) When a performance appraisal indicates performance improvement is needed

　　当绩效考核表明员工的绩效需要改进时;

　　(2) To “ benchmark” the status of improvement so far in a performance improvement effort.

　　以衡量某绩效改进措施实施后的改进情况;

　　(3) As part of an overall professional development program

　　是总的职业发展规划的组成部分;

　　(4) As part of succession planning to help an employee be eligible for a planned change in role in the organization

　　是岗位接替计划的组成部分，帮助员工在组织中有计划地改变角色，并能胜任。

　　(5) To “pilot”, or test, the operation of a new performance management system.

　　以测试新的绩效管理体系的运作情况;

　　(6) To train about a specific topic (see below)

　　(7) 就某个特别专题进行培训(见下文)

　　Typical topics of employee training

　　员工培训的主要专题

　　(1) Communications: the increasing diversity of today’s workforce brings a wide variety of languages and customs.

　　交际能力：当今日益多样化的劳动力带来多种多样的语言和风俗习惯。

　　(2) Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks.

　　计算机操作技能：从事管理和办公室工作，计算机操作技能必不可少。

　　(3) Customer service: increased competition in today’s global marketplace makes it critical that employees understand and meet the needs of customers.

　　客户服务：面对当今全球化市场日益激烈的竞争，员工把握和满足顾客的需求是极为关键的。

　　(4) Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity.

　　差异性：差异性培训包括解释分析人们为什么会有迥然不同的观点和视角，及尊重差异性技巧与方法。

　　(5) Ethics: Today’s society has increasing expectations about corporate social responsibility. Also, today’s diverse workforce brings a wide variety of values and morals to the workplace.

　　伦理道德：当今社会对企业社会责任的期待与日俱增。同时，当今的劳动力来自不同的文化背景，(因而)给工作场所带来不同的价值与道德标准。

　　(6) Human relations: the increased stresses of today’s workplace can include misunderstandings and conflict. Training can make people get along in the workplace.

　　人际关系：当今工作场所的压力包括误解和冲突。培训能让人们在工作场所和睦相处。

　　(7) Quality initiatives: Initiatives such as Total Quality Management. Quality Circles, benchmarking, etc.

　　质量措施：质量措施如全面质量管理、质量研讨小组、衡量质量的标准尺度等的实施都需要进行关于质量概念、质量标准等方面的基本培训。

　　(8) Safety: Safety training is critical where working with heavy equipment, hazardous chemicals, repetitive activities, etc. but can also be useful with practical advice for avoiding assaults, etc.

　　安全：设计重型设备、危险化学品、令人厌烦的重复性操作等的工作场所，对员工进行安全培训很关键。安全培训给员工提供实用的建议，还有助于员工避免遭受人身袭击等。

　　(9) Sexual harassment: Sexual harassment training usually includes careful description of the organisation’s policies about sexual harassment, especially about what are inappropriate behaviors.

　　防止性骚扰：防止性骚扰培训通常包括详细传达公司关于性骚扰的政策，有其得明示哪些行为属于侵犯行为。

　　General Benefits from Employee Training and Development

　　员工培训与开发的主要意义

　　There are numerous sources of on-line information about training and development.

　　有关培训和发展的网络信息可谓多如牛毛。

　　Several of these sites suggest reasons for supervisors to conduct training among employees. These reasons include:

　　有些网站说明了培训员工的意义。这些意义包括：

　　(1) Increased job satisfaction and morale among employees.

　　提高员工的工作满意度和士气;

　　(2) Increased employee motivation.

　　有利于激励员工;

　　(3) Increased efficiencies in processes, resulting in financial gain.

　　提高工作效率，从而获得经济收益;

　　(4) Increased capacity to adopt new technologies and methods.

　　通过接受新技术、新方法提高生产力

　　(5) Increased innovation in strategies and products.

　　促进策略和产品的创新

　　(6) Reduced employee turnover.

　　减少员工流失

　　(7) Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training).

　　提升企业形象，如道德培训(提升企业形象不正是到的培训的最好理由吗);

　　(8) Risk management, e.g., training about sexual harassment, diversity training.

　　风险管理，如防性骚扰、差异性培训。

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