【正文】 員工培訓(xùn)應(yīng)當(dāng)有明確的針對性 ,從實際工作的需要出發(fā) amp。與職位特點緊密結(jié)合 ,與培訓(xùn)對象的年齡、知識結(jié)構(gòu)、能力結(jié)構(gòu)、思想狀況緊密結(jié)合 ,目的在于通過培訓(xùn)讓員工掌握必要的技能以完成規(guī)定的工作 ,最終為提高企業(yè)的經(jīng)濟(jì)效益服務(wù) 。只有這樣培訓(xùn)才能收到實效 ,才能提高工作效率。 ， 知識技能培訓(xùn)與企業(yè)文化培訓(xùn)兼顧的原則 培訓(xùn)與開發(fā)的內(nèi)容，除了文化知識、專業(yè)知識、專業(yè)技能的培訓(xùn)內(nèi)容外，還應(yīng)包括理想、信念、價值觀、道德觀等方面的培訓(xùn)內(nèi)容。而后者又要與企業(yè)目標(biāo)、企業(yè)文化、企業(yè)制度、企業(yè)優(yōu)良傳統(tǒng)等結(jié)合起來，使員工在各方面都能夠符合企業(yè)的要求。 ， 全員培訓(xùn)與重點提高相結(jié)合的原則 全員培訓(xùn)就是有計劃、有步驟地對在職的所有員工進(jìn)行培訓(xùn)，這是提高全體員工素質(zhì)的必經(jīng)之路。為了提高培訓(xùn)投入的回報率，培訓(xùn)必須有重點，即對企業(yè)興衰有著重大影響的 管理和技術(shù)骨干，特別是中高層管理人員、再者就是有培養(yǎng)前途的梯隊人員，更應(yīng)該有計劃地進(jìn)行培訓(xùn)與開發(fā)。 ， 培訓(xùn)效果的反饋與強(qiáng)化原則 培訓(xùn)效果的反饋與強(qiáng)化是不可缺少的重要環(huán)節(jié)。培訓(xùn)效果的反饋指的是在培訓(xùn)后對員工進(jìn)行檢驗，其作用在于鞏固員工學(xué)習(xí)的技能、及時糾正錯誤和偏差，反饋的信息越及時、準(zhǔn)確 amp。培訓(xùn)的效果就越好。強(qiáng)化則是指由于反饋而對接受培訓(xùn)人員進(jìn)行的獎勵或懲罰。其目的一方面是為了獎勵接受培訓(xùn)并取得績效的人員、另一方面是為了加強(qiáng)其他員工的培訓(xùn)意識，使培訓(xùn)效果得到進(jìn)一步強(qiáng)化。 Training and development The meaning of Training and development Training and development is the means to carry out certain business organizations and the need for investing in human capital, using a variety of ways to carry out the purpose of staff in a planned training and training management activities, and its goal is to enable staff to update knowledge and develop skills, improve staff motives, attitudes and behavior to adapt to the new requirements of enterprises, their current win better work or higher levels of job responsibility, thus contributing to the improvement of organizational efficiency and organizational goals. The development of training and development We all know that general education can only provide some basic lowlevel professional knowledge and skills. Face of largescale enterprise development, the need for a number of skills training in order to enable staff to achieve continuous business development. Therefore, the organization in order to raise labor productivity and personal satisfaction for professional, direct and effective for the organization of production and management services, the Government has implemented a variety of methods, types of organizations to carry out investment activities in education and training. . economist and Nobel Laureate in Economics, Schultz found that simply from the natural resources, physical capital and labor39。s point of view, can not explain all the reasons for increase in productivity, capital and wealth as a form of conversion of people39。s knowledge and abilities are decisive reasons for social progress. But it was not the acquisition cost, it needs to be formed through investment, training is an important investment in such a form.. The level of training and development The main groups of the organization of training, corporate training is to organize all the staff, staff positions held as a result of different orientation training with a variety of characteristics. In general, the main is divided into three categories: First, the decisionmaking level, and the other is management is the operation of three layers. The main contents of training and development Organization of training content and structure is inherent in the specific form of training, thus the development of the pany Training content, and organization must be the cause of progress, development strategies and goals, but sometimes in order to adapt to organizational changes in the external environment, but also training in the use of some emergency measures. Therefore, as the contents of the structure of training should be longterm development of the organization of production with the current bination of mon training content into the enterprise. Period of training and development Divided by time period, training can be divided into longterm training and shortterm training, longterm training of more general scheme, there is a strong purpose。 by training, job training and can be divided into two fulltime training。 by the training system, organizations can be divided into the training system and training system for the two organizations, with the training system, including basic training, the applicability of training, daytoday training, individual training and training objectives。 the training system organizations, educational institutions, if divided, can be divided into for three categories: fulltime college and the recognition of higher education institutions, local governments and administrative departments of education and training institutions, the use of munity resources to schools. Source of funding for training and development Organization of training funds mainly e from two ways: First, the source of the organization, mainly referring to organizations and staff training costs assessed。 second is the raising of funds, first of all by the Government through taxes levied training, and then by the state organizations, social enterprises to coordinate the funding sponsorship. The economic benefits of training and development As the organization and implementation of staff training to improve skills and to mobilize the enthusiasm of the production, so under the same conditions of employees to create more effective. The increase in the efficiency, can be used in two ways: direct and indirect calculation method of calculation. In the cour