【文章內(nèi)容簡介】 your learning to a case study exercise 在本章節(jié)結(jié)束后，您將能夠： By the end of this section and related exercises you will be able to: ? 描述 部門 培訓(xùn)協(xié)調(diào)員的 角色和職責(zé) ? Describe your role and responsibility as a departmental training coordinator ? 解釋您的 職責(zé)以及為什么這 對酒店經(jīng)營 很重要 ? Explain that responsibility and why it is important to the hotel and the pany 總體而言，培訓(xùn)和發(fā)展的責(zé)任 有以下 5 類 ： Broadly speaking, the responsibilities for training and development fall into 5 main categories: ? 員工 /The individual MANAGING TRAINING amp。 DEVELOPMENT FOR THE BUSINESS 管理培訓(xùn)與發(fā)展 12 85 ? 部門培訓(xùn) 員 和部門培訓(xùn)協(xié)調(diào)員 /The departmental trainer and training coordinator ? 部門經(jīng)理 /The departmental manager ? 酒店高 級管理層 /the senior managers ? 集團(tuán) 總部 — 如區(qū)域培訓(xùn)經(jīng)理或區(qū)域培訓(xùn)總監(jiān) /the pany – represented by the regional training manager and area director of training MANAGING TRAINING amp。 DEVELOPMENT FOR THE BUSINESS 管理培訓(xùn)與發(fā)展 13 85 ? 練習(xí) : ? 考慮與您 的關(guān)系 — 您認(rèn)為他們的 關(guān)鍵 職責(zé)是什么？ Consider each of these as they relate to you – what do you think the key responsibilities are? 個人 / The Individual 部門培訓(xùn)員 / The Departmental Trainer 部門經(jīng)理 / The Departmental Manager 酒店 高級管理層 /The Senior Manager/s 集團(tuán) 公司 — 區(qū)域培訓(xùn)經(jīng)理或培訓(xùn)總監(jiān) /The Company represented by the Regional Training Manager and Area Director of Training ?根據(jù)所提供的內(nèi)容進(jìn)行案例分析并完成練習(xí) 1。 You should now turn to SECTION 2 of this workbook, and begin to work on Exercise One from the Case Study (page 61). MANAGING TRAINING amp。 DEVELOPMENT FOR THE BUSINESS 管理培訓(xùn)與發(fā)展 14 85 第三章 Session Three 創(chuàng)建合適 的環(huán)境 /Creating the Right Conditions 人們?nèi)绾螌W(xué)習(xí)，如何才能 創(chuàng)建合適 的環(huán)境 How people learn, and how to create the right conditions 您將發(fā)現(xiàn)， 部門培訓(xùn)協(xié)調(diào)員的關(guān)鍵責(zé)任之一就是要 幫助 部門 成員了解使自己達(dá)到標(biāo)準(zhǔn)的知識以充分發(fā)揮其潛能 。 As you will be discovering, one of your key responsibilities as a departmental training coordinator lies in helping people in your team to learn about the things they need to know in order to perform to the standards required, and to achieve their own potential. 要幫助員工 有效地 學(xué)習(xí)的關(guān)鍵之一是要 了解 學(xué)習(xí)過程。 A key to being effective in helping people to learn is to understand some of the process of learning. 在這部分我們將討論： In this part of your workbook you will learn about: ? 人們?nèi)绾螌W(xué)習(xí) /How people learn ? 不同的發(fā)展方式 /Different development methods ? 為學(xué)習(xí)創(chuàng)造一個 合適 的環(huán)境 /Creating right environment for learning 在本章節(jié)結(jié)束后，您將能夠： By the end of this section and related exercises you will be able to: ? 描述學(xué)習(xí)過程以及部門培訓(xùn)協(xié)調(diào)員在此過程中的作用 /Describe the learning process and the role of the training coordinator in helping with the process ? 解釋不同的 發(fā)展 方法以及如何在 部門中加以運用 /Explain different methods of development and how they might be used within the department ? 描述學(xué)習(xí)文化的關(guān)聯(lián)以及如何在部門和工作 環(huán)境中 加以實施 /Describe the relevance of a learning culture and how it might be developed within the department or a work situation 您將運用您所學(xué)進(jìn)行案例分析 You will apply your learning from this section to an exercise in the case study. MANAGING TRAINING amp。 DEVELOPMENT FOR THE BUSINESS 管理培訓(xùn)與發(fā)展 15 85 人們?nèi)绾螌W(xué)習(xí) /How people learn 一般來說 ，當(dāng)我們準(zhǔn)備學(xué)習(xí)新的東西， 大 都按以下模式來進(jìn)行： Broadly speaking, when any of us set out to learn anything new, we generally follow a pattern. It goes like this: 首先， 我們需要有學(xué)習(xí)的 意愿 ，動機或誘因 /desire, trigger or motivation to learn。這有可能由外部因素來驅(qū)動，如加薪升職等，但更為常見的內(nèi)心因素，如想更為自信，自我價值實現(xiàn)，好奇心或競爭心理等。 Firstly, we need to have a desire, trigger or motivation to learn. This may be driven by external factors such as increased pay and reward, but more often than not it is driven by internal factors such as a feeling of confidence, a sense of selfworth and value, curiosity or petition. 其次，有了學(xué)習(xí)的愿望后，我們一般會試圖開始探明 這個主題 — 以學(xué)習(xí)駕駛為例。一旦我們決定去學(xué)習(xí)駕駛，我們通常會打算尋找合適的人選來教 我們 ， 可能是 親戚、朋友 亦或是 駕校。第一次坐上駕駛席并開始了解駕駛是怎么一回事。這個過程用 專業(yè)術(shù)語來說我們正在 獲得信息 /acquiring information。 Next, having formed the desire to learn, we generally tend to begin finding out about the subject – take learning to drive as an example. Once we have decided to learn to drive, very often we set out to find the right person to teach us, the right relative, friend or driving school. We sit in the car for the first time in the driving seat and begin to work out how it all works. In learning terms we are acquiring information. 接下來就是得到所有的信息并盡量去 理解 。這叫作我們正在 消化信息并增加理解/assimilating the information and developing our understanding。這一步需要清晰的指示、解釋或者能觀摩其他人的演示。 The next steps in learning are to take all the information in and try to make sense of it. At this point we are assimilating the information and developing our understanding. This stage can be helped by having clear instructions, explanations and perhaps being able to watch someone else demonstrate. 當(dāng)然，僅僅觀摩別人演示或 聽到解釋 并不意味著我們已經(jīng)理解 — 如果是學(xué)習(xí)駕駛的話就太危險了！最終我們需要 形成自己的理解模式 /form our own pattern of understanding。這與我們平時所說的“恍然大悟”十分相似，我們突然理解并獲 得對我們先前并不明白事物的 洞察力 。 Of course, just because we watch someone else, or have it all explained to us does not mean that we understand – that would be especially dangerous if we were learning to drive! Eventually, we need to form our own pattern of understanding. A similar process to the one when “the penny drops” and we suddenly understand or gain new insights into things we didn’t know before. 最后，一旦形成了對如何駕駛和避開路途障礙的自身理解，我們通過駕駛考試來 測試我們的MANAGING TRAINING amp。 DEVELOPMENT FOR THE BUSINESS 管理培訓(xùn)與發(fā)展 16 85 理解 /test our understanding。 Lastly, having formed a way of understanding how to drive the car, and avoid everything else on the road, we test our understanding by taking our driving test. 如果考試不是太難，那么我們要么通過了考試，要么愿意再次參加。但是如果測試或整個學(xué)習(xí)過程太令人可怕，我們可能會放棄駕駛。 If the test is no