外文翻譯-----實施一項培訓(xùn)應(yīng)避免的十大誤區(qū)(已修改)
2025-05-31 11:50 本頁面
【正文】 中文 3366 字 本科畢業(yè)論文（設(shè)計） 外文翻譯 外文題目 TOP 10 Mistakes To Avoid When Implementing A Training Program 外文出處 Credit Union Journal, 2020(10－ 5): P8 外文作者 Mike Colvin 原文 ： Top 10 Mistakes To Avoid When Implementing A Training Program Mike Colvin When developing or implementing a new or refreshed training program, much is said about what to do, but little is mentioned about what not to do. Therefore, we were making or carrying out a training,may meet this or that problem, perhaps is we have no attention and training should avoid what caused. Some mistakes we can according to many experience, it will e out for our training work to bring great convenience, can let our training investment get better returns. According to our training for many enterprises the actual status of the investigation and research, discover many mon problems. The following outlines the top 10 mistakes every manager must avoid when implementing a training program: 1. Always Giving Advice, Never listening. It is often easier for managers to provide input, feedback, or sage advice than to listen to those they are managing for much needed answers to daytoday strategic or business issues. Many managers in practice, often excessive put idea on how to give advice or ments on subordinates, as this is the subordinate39。s best, it is helpful to they discover flaws and correct the mistakes, which can improve the work efficiency. However, they may neglect subordinates in the mind noodles really thinking, what are they really want to get, you have to understand the subordinates the heart want, give what they want, bine to give them advice way, such ability are the best and most perfect. Management should never assume they have all the answers. More likely than not, a wealth of valuable strategic input can be gained from frontline staff who have direct member interaction. That is to say, no direct demand for the managers, or to its actual work condition does not understand, or not fully grasp subordinate heart really want is what they should do more from some work have a direct relationship with the employee there looking for answers. After all, the needs of the member e first, and the best way to understand their needs is to hear it directly from the frontline staff or member (who talks to the frontline staff). 2. Managers Do Not Observe Employees With Members. Just as important as listening to frontline staff, observing carries equal weight. Managers to employees working condition for observation, listens to their needs and observe them proposed whether accord with the actual demand, how nice to meet their needs. Nothing can take the place of reallife experience only es from practice is the truth, is the most useful. Observing employees with members will demonstrate exactly how the staff is implementing the training they have received. It will show ma
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