【正文】 In any business, wherever a gap occurs between what should be happening, and what is actually happening, then it should be investigated. The risk is that either the business or the people – or both – will suffer in the long term if we do not take steps to close gaps that occur. Gaps can occur because of a wide variety of reasons – as we will discover through this section. 在制定培訓和發(fā)展計劃之前 對需求 做徹底的分析至關重要，只有這樣我們才能保證： It is very important to do a thorough investigation of needs before drawing up a training and development plan so we can be sure that: ? 達到 所有的標準 /all standards are met ? 考慮到所有可能的變化 /all likely changes are taken account of ? 保持標準并根據(jù)企業(yè)和客戶需求加以改進 /standards are consistently kept and improved inline with business and customer needs ? 適當 發(fā)展員工以發(fā)揮 潛力 /people are developed properly to achieve their potential ? 適當 計劃我們的行動并 有目的性 /our activity is properly planned and targeted ? 我們的行動 完全有效 /our activity will be thoroughly effective ? 滿足所有優(yōu)先 需求 /all our priorities are met 在部門和您的責任范圍內收集可能的需求 是要 花費些許時間，但 長期 實施 會 最終節(jié)約可觀的
。漠視差距而不采取任何手段加以縮小對給企業(yè)和個人帶來長期的風險 。我們期望的表現(xiàn)水平 — 現(xiàn)在或者將來 — 和 目前 實際 水平 之間的差距。 In this part of your workbook, we will examine the systematic approach in more detail, and how it can be used to bring business benefits and efficiency for training and development activity in your department. 在本章節(jié)我們將討論： In this session we will look at: ? 定義根本原因 /defining root causes ? 識別 來 自 于外部因素的需求 /identifying needs from external factors ? 識別 來 自 于內部因素的需求 /identifying needs from internal factors ? 有關培訓和發(fā)展的相關標準 /the relevance of standards to training and development ? 非培訓需求 /non training needs ? 培訓需求的 優(yōu)先排序 /prioritizing needs 在本章節(jié)結束后，您將能 夠 By the end of this section and related exercises you will be able to: ? 定義 什么是 培訓 與 發(fā)展需求， 可能出現(xiàn)的 需求種類，以及正確 識別需求 的重要性 /Define what is meant by a training and development need, types of needs that might occur and why it is important to identify them correctly ? 解釋如何 運用 現(xiàn) 有的標準來幫助 開展 培訓和發(fā)展 /Explain how to use existing standards to help with training and development ? 描述如何區(qū)分 培訓 需求的輕重緩急以幫助您決定何事優(yōu)先 /Describe how need can be prioritized to help you decide what you should be doing first MANAGING TRAINING amp。 DEVELOPMENT FOR THE BUSINESS 管理培訓與發(fā)展 25 85 第五章 Session Five 開始計劃 /Starting to Plan 介紹 /Introduction 前面我們討論了您作為部門培訓協(xié)調員的作用和責任， 并且探討了幫助員工對成功運營付出努力的技巧 。 We will work through this systematic cycle in more detail in the next sections of this workbook, and for the remainder of your workshop. 在我們繼續(xù)討論之前， Before you move on to the next part… 思考一下迄今為止我們已經(jīng)討論過的內容。 DEVELOPMENT FOR THE BUSINESS 管理培訓與發(fā)展 24 85 ? 如果培訓不 按照上述步驟進行 ，或者遺漏 了某一部分 ，那么無論培訓本身 多么好 ， 或者培訓 員和 學員 多么盡力 ，結果都不會象預期那樣完美。 Managing training and development in a department has the same principles as managing any other business issue, and needs to be approached in the same way. MANAGING TRAINING amp。如果我們不能做到井井有條和系統(tǒng)化，那么 就有無法完成的風險 ， 或者 無法衡量差異。在繁忙的經(jīng)營中要將之完成并取得恰當?shù)幕貓?，取決 于 是否 以 系統(tǒng)的 方式 加以組織并 進行 。 ? The difference between a cost and an investment is that there is a return on the investment. If there is no return, then it bees a cost. 培訓和發(fā)展應被視為投資，而 不是花錢 。 Training and development can be expensive – in terms of time, resources, equipment and money. By applying a logical approach to how we manage it, we are far more likely to be able to turn the cost into an investment. ? 花錢 /cost 和 投資 /investment 的區(qū)別在于投 資有回報。 DEVELOPMENT FOR THE BUSINESS 管理培訓與發(fā)展 22 85 第四章 Session Four 運用 系統(tǒng)的方法 /Applying a systematic Approach 運用系統(tǒng)的方法來開展培訓和發(fā)展 Applying a systematic approach to training and development 培訓和發(fā)展可能非常昂貴 — 時間、資源、設備和資金等。 This involves ensuring that everyone under your direct and indirect influence has the right degree of challenge and support. A motivating environment where people want to learn and do better. Temporarily this may feel nice, but it is very cosy and placent. People easily bee bored and stop trying. In this area, people bee bored, cynical, apathetic and critical. People will leave. An environment where people feel pressurised and blamed. Probably a lot of stress in this area. HIGH CHALLENGE LOW CHALLENGE (for employees) LOW SUPPORT HIGH SUPPORT MANAGING TRAINING amp。 DEVELOPMENT FOR THE BUSINESS 管理培訓與發(fā)展 20 85 創(chuàng)建合適的 環(huán)境 /Creating the right environment 部門培訓協(xié)調員的重要作用之一就是要創(chuàng) 建一個有利于學習的最有 效的環(huán)境。 Special assignments ? 工作交談 和評估 /Job Chats amp。 DEVELOPMENT FOR THE BUSINESS 管理培訓與發(fā)展 19 85 ? 發(fā)展您部門內每一個員工 — 因為他們可以從不同的方法和途徑中學習 ? Develop your individual team members as they learn through a variety of ways and means 不同的發(fā)展方式 / Different development methods 在前頁中，可能已經(jīng)包括了部分或全部下列方法： In your list on the previous page, you may have included some, or all, of the following: ? 授權 /Delegation ? 觀察 /Observation ? 增加責任 /Increased responsibility ? 會議 /Meeting amp。 As you can see from your list, many of the development methods you are able to use are quicker, easier and more effective than applying a training session. ? 所以，在您推出培訓課程之前，先思考一下有否可以使用的替代方案。 DEVELOPMENT FOR THE BUSINESS 管理培訓與發(fā)展 17 85 獲 取 信息 /Acquiring Information 吸收 信息 /Assimilating Information 形成理解模式 /Forming a Pattern of Understanding 檢驗所學 /Testing out the Learning MANAGING TRAINING amp。但是如果測試或整個學習過程太令人可怕，我們可能會放棄駕駛。 DEVELOPMENT FOR THE BUSINESS 管理培訓與發(fā)展 16