外文翻譯--沒有培訓(xùn)就難以獲利(已修改)
2025-06-01 06:29 本頁(yè)面
【正文】 中文 2955 字 本科畢業(yè)論文（設(shè)計(jì)） 外文翻譯 外文題目 No train, no gain 外文出處 People Management,2020(9):p4142_ 外文作者 Carolyn Cohen 原文 ： No train, no gain Carolyn Cohen Training is one of the key factors in the attracting and retaining staff, and it is often talked about in corporate circles: “What kind of training programs does your organization offer? How much does your organization spend per employee on training? Yes, I enjoyed that training program but it didn’t change how I do things on the job. Training, we’re told, may be one of the reasons why big organizations with lots of resources have an edge over smaller organizations. But even when we buy into the idea that training is a good thing for everyone involved, and we make the decision to allocate resources to it, we often don’t know where to start. We just want to be as sure as we can that we’ll get some return on our investment. Let’s take a look at why we need to offer training in the first place. Then, we’ll consider what our training should be about, how we should offer it and what we need to do to ensure that the training we do provide has some lasting value. The benefits of training Training can prepare your staff for increased demands due to changes in the way your business operates, technological or market changes or for the mitment you’ve made to a new standard of excellence. The bottomline advantage to your business is likely to be financial gain as a result of greater productivity. Training can also help improve employee morale, reduce turnover, and enhance a pany’s public image——which ultimately aids in business development and in attracting highquality staff. Most employees will tell you that training helps prepare them for other opportunities such as lateral moves or promotions。 learning to do a better job enables them to derive greater satisfaction from it, and keeps them motivated. What it also does——although many don’t voice it——is show them that their organization cares. If bined with other forms of employee development and strategic initiatives such as reward and recognition programs, training may lead to a greater employee mitment and desire to stay with the organization. Today39。s . educational system follows an identical structure. Business and the military imitated the publicschool system, and the modern training hierarchy was born. Now for the bigger question: Is this 500yearold format really the most effective way to educate and train the postmodern Nintendo Generation of foodservice employees? Maybe it39。s time to train the trainer and let the learners lead. Here are a few strategies: Training starts during hiring. Once a pool of applicants qualifies as a cultural fit for your team, the focus should be to seek individuals who have the right attitudes toward learning and development. Look for people who are open to and who enjoy learning. Factoring this into the hiring process will save you time and differenti
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