【正文】 要確定需要培訓什么，在評估新雇員培訓要求時，培訓者的主要任務就是要確定某項工作的要求并將它劃分成一些子任務，然后將這些子任務講授給新員工。調查表明約19％的雇主說他們采用任務分析來確定培訓需求，而任務分析是一種工作需求的分析，任務分析特別適用于確定新員工的培訓需求。事實證明沒有任何人能像實際從事某項工作的員工那樣更了解他的工作，因而要求員工參與需求分析是一種明智之舉。因為這是良好工作績效所要求的。因為要想改進員工的工作績效?！?工作績效分析的中心議題是區(qū)分不能做和不愿做的問題。 設定培訓目標 經過培訓需求分析，就該建立具體的，可度量的培訓目標。因此，目標為受訓者和培訓者提供了一個共同努力的方向，也為培訓計劃是否成功提供了評價基礎。 在職培訓是指在職職工在原有知識、技術和能力的基礎上得到提高和更新，給他們以文化理論的學習和技能的訓練。首先應按正確的邏輯順序把某項工作中所有必要的步驟都列出來。例如，當銷售人員必須了解某些新產品的特點時。比如，如果你要講一系列的問題。用一兩句簡短的話總結要點或培訓者的觀點。比如，在Weyerhaeuser公司，《Kwai河上的橋》等部分電影就已經作為公司管理人員學校開展人際關系討論的基本內容。例如在培訓電線焊接或電話修理技術時，視聽手段的動作靜止、直接回答、或快或慢動作功能可能是很有用的?？梢杂幸韵氯N選擇〆你可以買現(xiàn)成的錄像帶或影片?可以自己制作?也可以請某個生產廠家為你制作錄像帶，許多商務活動被歸類制成視聽節(jié)目，主題很廣泛，從求職面試到動物園管理，應有盡有。程序化教學的主要優(yōu)點在于它減少了近1/3的培訓時間。 由于越來越多的公司發(fā)現(xiàn)他們要在全球市場上競爭，他們不得不增加特殊的全球培訓計劃，這樣做的原因是多方面的，比如是想避免由于文化的漠視而導致的經營失敗，或是想提高員工工作滿意度和海外職員的留任率，也或是讓一名新任命的員工和他（或她）國外的同事進行溝通和交流。培訓計劃為期一天，通過該計劃可以看到美國價值觀和其他跨文化國家價值觀以及關于他們之間溝通和文化同一性問題的假設。培訓計劃就可以實施了。 許多工作都是由一系列有邏輯順序的步驟組成的，因此最好一步步地學。這些步驟說明要做什么，而這些要點則說明怎樣做，以及為什么做。有時用書籍、手冊等書面材料也可代替講座，但這些材料的印刷費用可能較高，而且書面材料不能像講座那樣能讓人提問并得到解答。例如，不要講和培訓無關的笑話或故事，也不要說這樣的話〆“我真的不知道為什么今天要我到這里來講課。將坐立不安，雙臂交叉一類身體語言視為消極的信號。視聽比一般講座花的錢要多些，但它有不少長處。當整個組織的所有人員都要培訓時也需用該技術，因為如果讓培訓師一個地方一個地方去講的話，成本太高。讓學習者回答。但另一方面，學習者從程序化教學中學到的東西并不比傳統(tǒng)的教科書中學到的多。這些培訓計劃由賣主賣給公司，公司需要在一個或多個員工到海外任職之前對他們進行培訓。該計劃通過對管理人員不同國家不同禮節(jié)的培訓（包括德國、日本、墨西哥、俄羅斯以及沙特阿拉伯），使他們能應對全球性的交易。因為文化差異既影響培訓資料的適用性，也影響受訓人員對培訓計劃的反應。在某些遠東國家當眾批評他人是一種忌諱。從許多方面看，該培訓課程就像是函授課。在這方面還有一種與此不同的授課形式，另一種互聯(lián)網培訓計劃的制定者不僅向通過電子信箱接收信息的受訓者傳授課程，而且將學生分為討論小組。公司將能以一種更安全的平臺提供培訓計劃。 current jobs, employee and management development is training of a longterm aim is to develop current or future employees for future jobs with the organization or to solve an organizational problem concerning, for instance, poor interdepartmental techniques used in both training and development are often the same, however, and the distinction between the two is always somewhat fact, trainings purposes are broader today than they have the past Companies used to emphasize production process trainingteaching the technical skills required to perform jobs, such as training assemblers to solder wires or teachers to devise lesson , training and development programs and their objectives changed in the 1980s and had to adapt to rapid technological changes, improve product and service quality, and boost productivity to stay quality often requires remedialeducation training, since qualityimprovement programs assume employees can use critical thinking skills, produce charts and graphs, and analyze must also use or acquire skills in team building, decision making, and , as firms became more technologically advanced, employees require training in , because the enterprise unceasingly makes the technical change, this needs the enterprise employees to accept the correlation technology and puter skill aspect training(for instance tabletop typesetting system, puteraided design and manufacture technology)And because petes increasingly intensely, thus needs the enterprise to provide a better , the superintend more and more 六維 the briefly, transforms like this from the purely production process may under explain well the question, namely training which why equally accepts in recently a year each production worker was 37 hours, but in the previous year training time actually is only 31 Training and performance history five steps Generally, we thought a typical training or the donor project is posed by five step is the demand analysis stage, its goal is determined some work needs the skill, the analysis is going trainers the skill and the demand, and formulates the knowledge and the achievements goal which concrete, may survey(here, must guarantee the achievements to be short of may obtain through training makes this kind of short is not because the low wages brings the low morale causes).Second step instructs the design stage, must pile draws up the training plan the actual content, including work handbook, training and many kinds of step is trains the plan valid proof stage, lets the small part have the representative employee to inspect training to plan and to discover shorting and the step plans the implementation stage, this stage(for example, studies the method in hillock training or sequencing)which mentioned according to this article as well as next to carry on is the training appraisal and the track inspection stage, must appraise the training plan in this the success or failure success and and the performance history five steps:Demand analysis(1)Determined needs of the concrete workmanship for the enhancement work achievements and the productive forces.(2)Analysis the employees accepting training, guarantees the training plan not only tallies with theirs manner and individual motive, moreover, but also holds the education as well as the skill with trainers which decides matches.(3)Through the research, formulates concretely, has the survey the knowledge and the achievements 、Instruction design 員工培訓參考文獻及員工培訓外文文獻翻譯(1)Collects the instruction goal, the method, the medium as well as the training content, the model, the practice, each kind of active description and smooth each kind of material, abandons these informs a curriculum, this curriculum should follow the adult to study the theory, and provides the blueprint for the plan development.(2)Guaranteed all training material writes instance, the video recording material, the leader instruction as well as trainers work the handbook and so bee a entire plan in plan should consistent of the elaboration study goal.(3)Handle the element of the training carefully and specially(no matter they are write on paper, or duplicates in film perhaps magnetic tape), we all must guarantee its quality and the 、Validity(1)Hand in training plan to the representative them carry on the appraisal to its the basis appraises the result carries on the final revision to guarantee the plan to be 、Implementation(1)Bees effective after the plan, must to train the teacher to launch the special training symposium, but this k