員工訓(xùn)練與發(fā)展(ppt)
員工訓(xùn)練與發(fā)展

累積技術(shù)、培養(yǎng)人才
訓(xùn)練與發(fā)展
職前訓(xùn)練的過(guò)程: 社會(huì)化(Socialization)
學(xué)習(xí)理論(Learning Theory)
訓(xùn)練計(jì)畫(huà)的績(jī)效分析(Performance Analysis)
訓(xùn)練方法之選擇
On-The-Job Training
Very widely used
Placed in real work experiences
Case Method
Written descriptions of real decision-making situations
Role Playing
Ask trainees to interact & react with other role players
In-Basket Techniques
Analyze & critique trainees on number, quality, & priority of decisions made
Management Games
Simulate company or industry situations
Emphasize problem solving
Behavior Modeling
Learning through observation or imagination
Used in leadership training
工作外的訓(xùn)練 (Off the Job Training)
LECTURE-DISCUSSION
Most frequently used method
Classroom presentations by outside consultants/trainers
More recently presented via technology or distance learning

OUTDOOR-ORIENTED PROGRAMS
Action-oriented programs
Emphasize leadership, teamwork and risk-taking
Combine outdoor skills and classroom seminars
電腦輔助的訓(xùn)練(Computer-Assisted Instruction)
Internet (External)
Intranets (Internal)
Virtual Reality

Distance Learning

Failiarize yourself with the technology being considered
Understand basic learning principles
Define the target employee group
Determine training needs from performance analysis
Define training goals or results
Compare costs/benefits of using various technology media and services
Generate a tracking and reporting system focused on various facets of validity
Reassess the value or return on investment of the training program
員工發(fā)展計(jì)畫(huà): 個(gè)人方面
GOAL SETTING (目標(biāo)管理)
Goals and intentions are primary determinants of behavior
Attributes of goals include:
Specificity (清晰度)
Difficulty (困難度)
Intensity (強(qiáng)度)
Under the right conditions, can be very effective

BEHAVIOR MODIFICATION (行為修正)
Systematic reinforcement of desirable organizational behavior
Assumes reinforcement is an important principle of learning
員工訓(xùn)練與發(fā)展(ppt)