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我们的培训计划英语翻译IntroductionAt our company, we believe in investing in the growth and development of our employees. We understand that continuous learning and training are essential for both personal and professional development. Therefore, we have designed a comprehensive training plan that aims to provide our employees with the skills and knowledge they need to succeed in their roles and advance in their careers.Our training plan covers a wide range of topics, including technical skills, soft skills, leadership development, and industry-specific knowledge. We offer a variety of training programs, including workshops, seminars, online courses, and on-the-job training. Additionally, we provide opportunities for employees to pursue further education, certifications, and professional development programs.Overall, our goal is to create a culture of learning and growth within our organization, where our employees are continuously improving their skills and knowledge, and where they are empowered to take ownership of their own development.Training Needs AssessmentBefore implementing our training plan, we conduct a comprehensive training needs assessment to understand the specific skills and knowledge gaps within our organization. We use a variety of methods to gather feedback, including surveys, interviews, performance evaluations, and analysis of key performance indicators.Based on the results of the needs assessment, we identify the most critical areas for improvement and develop targeted training programs to address those needs. This ensures that our training efforts are aligned with the strategic goals of the organization and are directly relevant to the needs of our employees.Leadership DevelopmentWe believe that effective leadership is crucial for the success of our organization. Therefore, we offer a range of leadership development programs, including workshops, coaching, and mentoring, to help our leaders enhance their leadership skills and capabilities.Our leadership development programs cover a variety of topics, such as communication, conflict resolution, decision-making, team building, and strategic thinking. We also provide opportunities for our leaders to participate in external leadership development programs and conferences, as well as to pursue advanced degrees in leadership and management.Technical Skills TrainingIn today's rapidly changing business environment, it is essential for our employees to stay up-to-date with the latest technological advancements and industry best practices.Therefore, we provide a wide range of technical skills training programs to help our employees develop and enhance their technical skills.Our technical skills training programs cover various topics, including software applications, programming languages, data analysis, project management, and other job-specific skills. We offer both in-house and external training programs, and we encourage our employees to pursue relevant certifications and professional development opportunities.Soft Skills TrainingIn addition to technical skills, we recognize the importance of developing soft skills, such as communication, teamwork, problem-solving, and emotional intelligence. These skills are essential for building effective relationships, collaborating with colleagues, and delivering exceptional customer service.Therefore, we offer a variety of soft skills training programs to help our employees enhance their interpersonal and communication skills, as well as their ability to work effectively in teams and manage conflicts. We also provide coaching and feedback to help our employees develop these skills in their daily work.On-The-Job TrainingWe believe that practical, hands-on experience is one of the most effective ways to learn and develop new skills. Therefore, we encourage our employees to participate in on-the-job training opportunities, where they can learn from more experienced colleagues and apply their skills in real-world situations.We provide a supportive environment for on-the-job training, where employees can take on new responsibilities, work on challenging projects, and receive feedback and guidance from their supervisors and mentors. This allows our employees to gain valuable experience and develop their skills in a practical and meaningful way.Online LearningIn today's digital age, it is essential for our employees to have access to a wide range of learning resources and opportunities. Therefore, we provide access to online learning platforms, such as e-learning courses, webinars, and digital libraries, where our employees can access a wealth of educational content.We encourage our employees to take advantage of online learning opportunities to enhance their skills and knowledge in areas that are relevant to their roles and career aspirations. Additionally, we provide support and guidance to help our employees navigate the vast array of online learning resources available to them.Professional Development OpportunitiesWe understand that continuous learning and growth are essential for the career advancement of our employees. Therefore, we provide a variety of professional development opportunities, such as conferences, seminars, and networking events, where our employees can learn from industry experts and expand their professional networks.Additionally, we support our employees in pursuing further education, such as advanced degrees, certifications, and professional development programs. We provide financial assistance, flexible schedules, and other resources to help our employees achieve their professional development goals.ConclusionAt our company, we are committed to creating a culture of learning and growth, where our employees are continuously improving their skills and knowledge, and where they are empowered to take ownership of their own development. Our comprehensive training plan is designed to provide our employees with the tools and resources they need to succeed in their roles and advance in their careers.We believe that by investing in the growth and development of our employees, we are investing in the future success of our organization. We are committed to providing our employees with the support and resources they need to reach their full potential and achieve their professional aspirations. Through our training plan, we aim to create a workplace where learning and development are valued and where our employees are empowered to thrive.。
公司培训计划模板英文翻译Company Name: [Insert Company Name]Training Period: [Insert Training Period]Date: [Insert Date]IntroductionThe purpose of this training plan is to outline the training program for employees within [Insert Company Name], including the objectives, content, schedule, and evaluation methods. The training program aims to develop employees’ skills, knowledge, and competencies to enhance their performance and contribute to the overall success of the company.Objectives1. To equip employees with the necessary knowledge and skills to perform their roles effectively.2. To enhance employees’ professional and personal development.3. To improve employee performance and productivity.4. To foster a culture of continuous learning and development within the organization.5. To align the training program with the company’s goals and objectives.Training Content1. Induction Training- Introduction to the company’s policies, procedures, and culture.- Overview of the company’s history, mission, and vis ion.- Familiarization with the organizational structure and key personnel.- Introduction to the company’s products, services, and customer base.2. Job-specific Training- Training on specific job roles, responsibilities, and tasks.- Instruction on using relevant tools, equipment, and software.- Development of technical and operational skills required for the job.- Best practices and performance standards for job roles.3. Soft Skills Training- Communication skills, including verbal and written communication.- Interpersonal skills, teamwork, and collaboration.- Problem-solving and decision-making skills.- Time management and organizational skills.- Leadership and management skills.4. Compliance and Safety Training- Training on legal requirements, regulations, and industry standards.- Health and safety training to ensure a safe working environment.- Compliance with company policies, procedures, and ethical standards.- Security and data protection training.5. Professional Development- Training on industry trends, new technologies, and best practices.- Continuing education and lifelong learning opportunities.- Career development planning and goal setting.- Mentorship and coaching programs.- Workshops and seminars on personal development, leadership, and innovation. Training ScheduleThe training program will be conducted over the course of [insert duration] and will include a combination of on-the-job training, classroom sessions, workshops, e-learning modules, and mentoring programs. The sche dule will be tailored to accommodate employees’ work commitments and ensure minimal disruption to daily operations.Evaluation Methods1. Pre-Training Assessment- Conducting a needs analysis to identify training gaps and determine learning objectives. - R eviewing employees’ performance appraisals and feedback from managers.2. Training Feedback- Regular feedback sessions to assess the effectiveness of the training program.- Surveys and questionnaires to evaluate employee satisfaction with the training.3. Post-Training Assessment- Evaluation of employees’ performance improvements following the training.- Assessment of knowledge retention and application of new skills.4. Performance Reviews- Incorporating training outcomes into regular performance reviews.- Recognizing and rewarding employees who demonstrate enhanced capabilities as a result of training.ConclusionThe training plan aims to establish a comprehensive and effective training program for employees within [Insert Company Name]. By providing employees with the knowledge, skills, and tools they need to excel in their roles, the company can drive performance, foster a culture of continuous learning, and achieve its business objectives.ApprovalsThis training plan has been reviewed and approved by:[Insert Name] [Insert Title] [Insert Date]Training Manager[Insert Name] [Insert Title] [Insert Date]Human Resources Manager[Insert Name] [Insert Title] [Insert Date]Department Manager[Insert Name] [Insert Title] [Insert Date]CEO/Managing Director[Insert Name] [Insert Title] [Insert Date]Employee Representative[Insert Name] [Insert Title] [Insert Date]Safety OfficerIt is important to note that this is a generic training plan template. It should be customized according to the specific needs and requirements of each individual company. The content, objectives, and schedule should be tailored to align with the company’s goals and employees’ development needs.。
新人培训计划英语翻译IntroductionWelcome to our team! We are excited to have you join our company and are committed to helping you succeed in your new role. This training program is designed to provide you with the knowledge and skills necessary to excel in your position and contribute to the overall success of the company.Training ObjectivesThe main objectives of this training program are to:- Introduce you to the company’s mission, values, and culture.- Familiarize you with your role and responsibilities within the company.- Provide you with the necessary tools and resources to perform your job effectively.- Help you understand the company’s policies, procedures, and best practices.- Ensure that you are equipped with the knowledge and skills needed to be successful in your position.Training Program OutlineThe training program will consist of the following components:1. Orientation: This will include an introduction to the company’s history, mission, values, and culture. You will also be provided with an overview of the organizational structure and key personnel within the company.2. Role-Specific Training: This will involve detailed training on the specific responsibilities, tasks, and expectations of your position. You will learn about the tools, systems, and processes that are essential for carrying out your job effectively.3. Product/Service Training: If applicable, you will receive training on the company’s products or services, including their features, benefits, and unique selling points. This will help you better understand the company’s offerings and how to effectively communicate them to customers or clients.4. Compliance Training: You will be trained on the company’s policies, procedures, and guidelines to ensure that you are aware of the regulatory and legal requirements that govern the business operations.5. Best Practices Training: This will involve sharing best practices and industry standards related to your position. You will also have the opportunity to learn from experienced colleagues and mentors who can provide valuable insights and advice.6. On-the-Job Training: You will have the opportunity to apply the knowledge and skills gained from the training program in real-world scenarios. This will give you hands-on experience and the opportunity to receive feedback and guidance from your manager and colleagues.Training DeliveryThe training program will be delivered through a combination of the following methods:- Classroom Training: Some components of the training program will be conducted in a classroom or workshop setting, where you can engage with trainers and other new employees in a group setting.- Online Training: Certain training modules will be delivered through online learning platforms, where you can access training materials, videos, and self-paced activities at your convenience.- On-the-Job Training: A significant portion of the training will take place on the job, where you will have the opportunity to learn from experienced colleagues and trainers while performing your daily tasks.- Mentorship: You will be paired with a mentor who can provide guidance, support, and advice as you acclimate to your new role and navigate the company’s culture and processes.Training ScheduleThe training program will be scheduled over a period of [timeframe], with a combination of full-day, half-day, and ongoing sessions to accommodate your learning needs and the demands of your role. The schedule will be communicated to you in advance, and any necessary adjustments will be made to ensure that you have sufficient time to complete the program while balancing your work responsibilities.Assessment and FeedbackThroughout the training program, you will have opportunities to assess your progress and receive feedback on your performance. This will help you identify areas for improvement and allow for the necessary adjustments to be made to your training plan. You are encouraged to actively participate in the training process and seek assistance when needed.ConclusionWe are committed to providing you with the support and resources necessary to excel in your new role. By completing this training program, you will be equipped with the knowledge, skills, and confidence to contribute to the success of the company and grow in your career. We look forward to supporting you throughout this process and seeing you thrive in your new position.Welcome aboard!。
培训计划的英文翻译1. Overview:The purpose of this training plan is to provide a comprehensive program for the development and improvement of the skills and knowledge of our employees. This plan will outline the training activities, schedules, and objectives to ensure that our employees are equipped with the necessary competencies to perform their job effectively and efficiently.2. Training Needs Analysis:Before embarking on any training program, it is essential to conduct a training needs analysis to identify the specific areas of improvement and development for our employees. This will involve assessing the current skills, knowledge, and competencies of our employees and identifying any gaps that need to be addressed through training.3. Training Objectives:The main objectives of this training plan are to:- Improve the technical skills and knowledge of our employees.- Enhance the communication and interpersonal skills of our employees.- Develop leadership and management competencies among our employees.- Ensure compliance with relevant industry standards and best practices.4. Training Activities:The training plan will include a variety of training activities to address the specific needs of our employees. These activities may include:- Classroom-based training: This will involve traditional instructor-led training sessions to deliver theoretical knowledge and practical skills.- On-the-job training: Employees will have the opportunity to learn and develop their skills while performing their regular job duties under the guidance of experienced colleagues.- Workshops and seminars: These will be conducted to provide employees with the opportunity to learn from experts in their field and gain insights into industry best practices. - E-learning: Online training modules and resources will be made available to employees to facilitate self-paced learning and development.5. Training Schedule:The training plan will outline a schedule for the various training activities, taking into consideration the availability and workload of our employees. This will ensure that trainingactivities are effectively integrated into the work routine of our employees without disrupting their daily responsibilities.6. Training Resources:In order to execute the training plan effectively, appropriate resources will be allocated to support the training activities. This may include training facilities, training materials, and access to external training providers or experts in specific fields.7. Monitoring and Evaluation:Monitoring and evaluation of the training plan will be carried out to assess the effectiveness of the training activities and to measure the impact on the performance of our employees. This will involve gathering feedback from employees, supervisors, and stakeholders to identify any areas for improvement and to make adjustments to the training plan as necessary.8. Conclusion:The successful implementation of this training plan will contribute to the continuous improvement of the skills and knowledge of our employees, leading to enhanced productivity and performance. It will also demonstrate our commitment to investing in the development and growth of our employees, which is essential for the long-term success of our organization.。
公司翻译人才的培训计划一、培训目的随着全球化的深入发展，跨国贸易和文化交流日益频繁，对翻译人才的需求也日益增长。
公司作为一家国际化企业，需要大量的翻译人才来满足日常工作中的翻译需求。
因此，公司决定开展翻译人才的培训计划，旨在提高员工的翻译能力，提升翻译质量，满足企业发展的需要。
二、培训对象本培训计划的对象为公司全体员工，特别是涉及到翻译工作的员工，包括但不限于市场部、销售部、采购部、人力资源部等各个部门的人员。
三、培训内容1. 翻译基础知识培训：包括语言学基础知识、翻译理论、翻译技巧等内容，通过系统的讲解和案例分析，让员工对翻译有一个全面的认识，提高专业知识水平。
2. 行业知识培训：根据公司业务需求，针对不同行业领域的翻译要求，进行相应的行业知识培训，包括但不限于医药、化工、机械、电子、IT等。
3. 翻译工具培训：介绍常用的翻译工具，如CAT工具、语料库等，帮助员工熟练使用各种翻译辅助工具，提高翻译效率和准确度。
4. 实践操作培训：通过实际的翻译练习，包括短文、长文、口译等，让员工在实践中提高翻译能力，掌握翻译技巧。
5. 资源学习培训：介绍各种翻译资源的获取和利用方法，如官方网站、专业期刊、学术论文等，帮助员工扩展翻译知识和技能。
6. 跨文化交际培训：介绍不同文化背景下的交际技巧和注意事项，帮助员工更好地进行跨文化翻译工作。
7. 案例分析培训：通过真实案例的分析和讨论，总结成功的经验和失败的教训，让员工学习借鉴，提高翻译质量。
四、培训方式1. 讲座式培训：由公司内部资深翻译专家或外聘专业讲师主讲，以PPT、案例分析等形式进行讲解。
2. 互动式培训：组织讨论、演练、角色扮演等活动，让员工参与其中，增强学习的互动性和趣味性。
3. 实践式培训：组织实际的翻译练习，让员工在实际操作中学习和提高。
4. 在线学习平台：建立公司内部的在线学习平台，提供相关学习资源，让员工可以随时随地进行学习。
五、培训考核1. 课后作业：要求员工完成相关的课后作业，包括翻译练习、案例分析等，以检验学习效果。
员工培训计划英语翻译IntroductionEmployee training and development is a crucial aspect of any business. It helps employees to acquire new skills, improve their performance, and enhance their productivity. A well-designed training plan not only benefits the employees, but it also contributes to the growth and success of the organization as a whole.The purpose of this employee training plan is to provide a framework for employees to acquire the necessary skills and knowledge to excel in their roles. This plan will encompass a variety of training methods and tools, including classroom training, online courses, workshops, coaching, and on-the-job training.Training ObjectivesThe objectives of this training plan are to:- Provide employees with the necessary skills and knowledge to perform their jobs effectively and efficiently- Enhance the performance of employees by providing them with opportunities for continuous learning and development- Foster a culture of learning and innovation within the organization- Improve employee satisfaction and retention by investing in their professional developmentTraining Needs AssessmentBefore designing the training plan, it is essential to conduct a thorough training needs assessment to identify the skills and knowledge gaps within the organization. This assessment will involve gathering feedback from employees, managers, and other stakeholders to understand the current challenges and areas for improvement.Based on the feedback received, the following training needs have been identified:- Technical skills: Employees require training to enhance their technical skills, such as proficiency in using software and tools specific to their roles.- Soft skills: Employees need to improve their communication, leadership, teamwork, and problem-solving skills to work more effectively in teams and with clients.- Compliance training: Certain roles require specific compliance training to ensure adherence to legal and regulatory requirements.- Managerial skills: Managers need training to develop their leadership, coaching, and performance management skills to effectively lead their teams.Training Program DesignThe training program has been designed to address the identified needs and provide employees with a comprehensive learning experience. The program will include the following components:1. Classroom Training:This traditional training method will be used to deliver technical and soft skills training. Experienced trainers and subject matter experts will conduct interactive sessions to engage employees and facilitate learning.2. Online Courses:Employees will have access to a variety of online courses and learning resources to enhance their knowledge and skills. These courses will be tailored to their specific roles and can be completed at their convenience.3. Workshops:Specialized workshops will be conducted to provide hands-on training and practical experience in specific areas, such as problem-solving, conflict resolution, and customer service.4. Coaching and Mentoring:Employees will have the opportunity to receive one-on-one coaching and mentoring from senior employees and managers to support their professional development and career growth.5. On-the-Job Training:Supervisors and team leaders will provide on-the-job training to ensure that employees can apply their skills and knowledge in real work situations.6. Performance Management Training:Managers will receive training on performance management to effectively evaluate and provide feedback to their team members, as well as to set and monitor performance goals. Training Delivery and EvaluationThe training will be delivered through a combination of in-house training sessions, external training providers, and online learning platforms. The effectiveness of the training will be evaluated through the following methods:1. Pre-Training Assessment:Before the training programs, employees will undergo a pre-training assessment to measure their existing knowledge and skills, which will serve as a benchmark for evaluating their learning progress.2. Post-Training Evaluation:After completing the training, employees will undergo a post-training evaluation to assess the impact of the training on their performance and skills development.3. Feedback and Surveys:Feedback from employees, managers, and trainers will be gathered through surveys and interviews to evaluate the effectiveness of the training programs and identify areas for improvement.4. Performance Reviews:The impact of the training on employee performance will be assessed through regular performance reviews and appraisals. Any improvements in performance will be attributed to the training programs.Training Schedule and BudgetThe training plan will be executed over a specified period to ensure that employees have adequate time to complete the training programs without disrupting their daily responsibilities. A training budget will be allocated to fund the various training initiatives, including trainer fees, course fees, training materials, and other related expenses.ConclusionThis employee training plan aims to provide a structured approach to training and development that aligns with the organization's goals and objectives. By investing in the professional growth of employees, the organization can cultivate a skilled and motivated workforce that contributes to its long-term success. This training plan will be regularly reviewed and updated to adapt to the changing needs of the organization and its employees.。
制定培训计划英文翻译1. IntroductionEffective training is essential for the success of any organization. It is important for employees to stay updated with the latest knowledge and skills required for their job roles. This training plan outlines the strategies and methods for providing comprehensive training to the employees, ensuring that they are equipped to meet the demands of their roles.2. Training ObjectivesThe objectives of this training plan are:- To equip employees with the necessary knowledge and skills required for their job roles - To provide regular updates on industry trends, best practices, and technological advancements- To enhance the overall productivity and performance of the employees- To ensure that employees are well-prepared to handle their responsibilities effectively and efficiently- To create a culture of continuous learning and development within the organization3. Training Needs AssessmentA thorough assessment of the training needs of the employees will be conducted to identify the specific areas where training is required. This assessment will involve analyzing the existing skills and knowledge of the employees, as well as identifying any gaps or areas for improvement. Feedback from supervisors and managers will also be considered to understand the training needs from a managerial perspective.4. Training Delivery MethodsThe training will be delivered through a combination of methods to cater to different learning styles and preferences. These methods include:- Classroom training sessions- Online courses and e-learning modules- Workshops and seminars- On-the-job training and mentorship programs- Team-based learning activities- Case studies and real-life scenarios5. Training ContentThe training content will cover a wide range of topics relevant to the employees' job roles. This will include technical skills, soft skills, industry knowledge, and best practices. The content will be updated regularly to ensure that it remains relevant and up-to-date with the latest developments in the industry.6. Training ScheduleA detailed training schedule will be prepared, outlining the timing, duration, and location of each training session. This schedule will be communicated to all employees well in advance to allow for proper planning and attendance. The schedule will be flexible to accommodate the different shifts and availability of the employees.7. Training EvaluationThe effectiveness of the training will be evaluated through various methods, including:- Pre and post-training assessments to measure the knowledge and skills gained- Feedback surveys from the participants to gather their opinions and suggestions- Performance reviews and appraisals to assess the impact of the training on the employees' productivity and performance- Follow-up sessions to reinforce the learning and address any gaps or concerns8. Training BudgetA budget will be allocated for the training plan, covering the costs of materials, resources, facilitators, and training facilities. The budget will be managed efficiently to ensure that the training plan is implemented within the specified financial constraints.9. Training FacilitatorsExperienced trainers and facilitators will be engaged to conduct the training sessions. These facilitators will have the necessary expertise and knowledge in their respective areas, as well as the ability to engage and motivate the participants.10. ConclusionA well-structured and comprehensive training plan is essential for the continuous development and improvement of the employees. By providing the necessary knowledge and skills, the employees will be better equipped to meet the challenges of their job roles and contribute to the overall success of the organization. This training plan aims to create a culture of learning and growth, ensuring that the employees remain competitive and productive in their work.。
公司职工英语培训计划引言：在全球化的背景下，英语作为一种全球通用语言，对于企业的发展和员工个人职业发展都具有重要意义。
为了提高员工的英语水平，增强员工的跨文化沟通和竞争力，本公司制定了一项全面的英语培训计划。
目标：1.提高员工的英语口语、听力、阅读、写作和翻译能力；2.培养良好的英语沟通能力和跨文化交流能力；3.提高员工的英语应用能力，满足工作需求；4.增强员工的职业竞争力，提升个人职业发展机会。
培训内容：1.日常英语口语培训：培养员工掌握与合作伙伴、客户和同事进行简单沟通所需的基本日常用语，并能灵活运用。
3.阅读与写作能力培养：帮助员工提高英语阅读能力和写作能力，使员工能够读懂与工作相关的英语材料，并能够清晰、准确地表达自己的意见和观点。
4.商务英语培训：培养员工掌握商务英语的基本用语和表达方式，提高员工在商务场合的英语准确表达能力，提升员工与海外合作伙伴的交流质量。
5.跨文化交流培训：加强员工的跨文化意识，了解不同国家和地区的文化差异和商务礼仪，提高在国际合作中的适应能力和交流技巧。
培训方式：1.集中培训：定期组织英语培训课程，主要针对口语和听力能力进行培训。
每周安排2小时的培训课程，全程培训持续3个月。
2.在线自学：为员工提供在线学习平台，包括英语学习网站、英语学习APP和学习资料。
员工可以根据自身时间安排自主学习，随时随地进行英语学习。
3.外教辅导：聘请外籍教师进行1对1辅导，帮助员工提高口语和听力能力，纠正发音和用词错误，提供个性化的学习指导和建议。
培训评估：1.学术考核：每个月组织一次英语培训考试，考核员工的口语、听力、阅读、写作和翻译能力。
2.实际应用评估：通过模拟工作场景的实际应用评估，考核员工在实际工作中的英语应用能力。
培训效果跟踪：1.培训反馈：定期与员工进行培训反馈交流，了解培训效果、困难和需求，并根据反馈调整培训方案和方法。
2.员工成长记录：建立员工英语能力档案，定期记录员工英语水平和成长情况。
实用的培训计划模板汇编9篇培训计划篇1一、分析培训需求――方案设计的前提培训专家应该采用各种方法和技术，分析培训的必要性，以及培训的目标和内容。
需求分析是确定培训计划的前提，也是培训评估的基础。
培训需求可从三方面进行：1，组织分析。
根据企业的远景和使命，确定对员工的要求，以保证培训方案的设计理念符合企业的总体目标和战略要求。
2，工作分析。
新员工达到理想的工作绩效所必须掌握的知识、技能和能力，如果已经有成熟的岗位说明书，可以直接参照书中对员工的要求。
3，差距分析。
指将员工现有的水平与未来工作岗位对其技能、态度的要求进行比照，研究两者之间存在的差距，确定需要哪方面的培训来提高员工的岗位胜任能力。
二、明确培训目标，分层设置总目标和具体目标培训总目标是整个培训方案的设计依据，具有宏观、不可操作性的特点。
典型的表述如通过新员工入职培训帮助新进员工了解和熟悉公司的一般情况，从而适应企业的各种环境，胜任新工作，使新员工在入职前对公司有一个全方位的了解，认识并认同企业的事业及企业文化，坚定自己的职业选择，理解并接受企业的共同语言和行为规范。
培训的具体目标是对总目标的分解和细化，具备可操作性。
它一般包括了解企业的文化和经营理念、熟悉企业的各种通用的政策、规章制度;了解企业的业务状况和产品基础知识、知道岗位的基本要求;能熟练应用各种基本的工作技能等。
三、遵循培训原则培训原则是对该方案在设计理念上的界定，常见的如以岗位时间锻炼为主，脱岗培训为辅，在实践中快速成长;针对不同类别的新员工针对性培养;培养过程严格管理，严格考核。
四、明确培训方案的适用对象如本方案适用于某公司或某部门的新员工培养。
五、设定合理的培训时间一般公司的职前培训在7―30天不等，少数大型公司的部分职位如销售则要2―3个月;到岗后的培训周期较长，会持续6个月―1年左右。
六、选定合适的培训责任部门职前培训由企业总部统一安排，责任部门为人力资源部或专门的培训中心;在岗锻炼期间，由员工所在业务部门负责;若跨部门锻炼，则有多个业务部门共同负责。
外文翻译原文：Designing effective employee training programmed外文出处Training for Quality，2007（5）：P52–57Aaron W. Hughey and Kenneth J. Mussnug Employee training is far more prevalent today than it was ten years ago. Today, almost all companies provide some type of training for their employees. For some companies, training is a very formal process. Entire departments are devoted to conducting both initial and ongoing employee training programmed. Other companies bring in outside consultants to conduct employee training sessions. The motivation for providing such training varies considerably from organization to organization. A few companies are genuinely committed to enhancing the skills and competences of their workforce. Other companies conduct training primarily to meet required job safety regulations. Sadly, many companies conduct training simply for appearance's sake.Regardless of the reasons or level of commitment to the process, the need for employee training has increased significantly in recent years. This increase is directly related to the rapidly expanding use of technology within society in general and business and industry in particular. It has also been precipitated by a renewed emphasis on quality and customer satisfaction, and the non-traditional management philosophies which are driven by those emphases. Moreover, companies are beginning to recognize that learning truly is a lifelong endeavor and developmental activities such as employee training have a profoundly positive impact on job satisfaction, productivity and, ultimately, overall profitability. The fact is that training, when carefully developed and appropriately implemented, can have a desirable impact on the bottom line.The underlying aim of all employee training is to increase efficiency. Other outcomes are really auxiliary and/or incidental. While goals such as facilitating thepersonal and/or professional development of employees are commendable, they do not constitute the primary impetus for most training efforts. Companies exist to make money. The desire to optimize profitability drives most management decisions. Management consistently views employee training as simply an additional avenue for enhancing the total financial return on investment. Rather than detracting from the importance of employee training programmed, however, this view inherently provides the training manager with the kind of credibility essential to success.Training vs. educationThe tremendous power associated with learning through involvement has been recognized and accepted for most of the past century. But, when it comes to employee training, especially when limited financial resources are available, many companies seem to favor a more cost-sensitive, but far less effective, approach. They turn to education instead of training.There is a significant difference between employee training and education- particularly within the context of adult learning paradigms. Education typically takes place in a classroom and involves a transfer of knowledge through the use of formal methods such as lectures and directed discussion. Participants learn new and relevant information, but the acquisition of new skills and competences, designed to enhance profitability or quality is usually not the intended outcome; i.e. their ability to actually do something new is often not exploited. In other words, knowing about a skill is not the same as being skilful.Adults learn more efficiently when they are allowed to talk about the subject, relate it to their own experiences, and discover the usefulness of the skills for themselves. But this type of learning is also very time-consuming. Many companies regularly sacrifice long-term gains for short-term convenience and economy. More information can be provided using the lecture format and many training sessions are lecture-based simply because of the time commitment involved. Yet most employees simply do not learn very well when they are "talked to". They need to be more actively involved in the learning experience.Training, on the other hand, typically entails personal involvement, commitment,and experiential gains. Training involves learning by doing. Competence, much more than knowledge, constitutes real power. True training occurs when skills that can be measurably defined are enhanced until the competence level is visibly enhanced. Training aims to provide employees with proficiency in the execution of given tasks. The outcomes of training should be tangible, in that they should complement and support the company's financial stability. Think about it. If you needed an operation, would you want a physician performing the procedure who is educated in medical theory or one who is trained in surgical technique?Recently, a few training "gurus" have taken issue with the training model discussed here and have argued that teaching people to think is more important that teaching specific skills. The response of the informed training manager to such criticism is quite elegant. Thinking is a skill just like any other. It is self-evident that, in the future, employees will need better decision-making and problem-solving skills to survive and remain employable. But their need for highly specific skills and competences will only increase with the passing of time. For someone to be functional, they have to be able to do something.A final note about learning by doing. Many training programmed focus on the modification of employee behavior in a direction that is deemed advantageous to both the company and the individual. This may even be the primary purpose of the entire training programmed. Unless these types of training ventures focus on specific skills and competences, however, the odds against them are monumental. The desire to change behavior in a positive direction is, in and of itself, an admirable goal. But for behavior change to be permanent, it must be linked to the acquisition of new competences. When employees learn new skills, their behavior inevitably changes. Behavior change is best realized as a by-product of other forms of training."Soft skills" trainingAs alluded to previously, the benefits of a learning-by-doing approach to employee training have been recognized for years. Still, many companies continue to focus on so- called "feel good" training programmed as opposed to those which target specific, utilizable competences. Such programmed typically involve training in softskills, i.e. skills such as listening, communication, teamwork, leadership, etc. Although these topics are generally well received, the evidence seems to be that they are the least effective in terms of tangible gains. Most soft skills training is never put into actual practice - i.e. the information covered in these types of training sessions is almost never utilized in concrete, on-the-job situations.For example, a lot of companies today are conducting "team" training without first defining what the desired outcomes of the training are, or how the teams should be able to function at the conclusion of the training programmed. Team training, especially in its early stages, typically involves various group decision-making exercises that centre on some hypothetical situation such as being lost in the wilderness or desert with minimal resources. Participants have to decide as a group how to establish priorities and proceed collectively. The idea is that employees will be able to see a connection between how they would handle a hypothetical problem and how they should handle similar on-the-job situations. But translating the classroom experience into specific skills that employees actually integrate into their job performance is extremely challenging. While these kinds of structured experiences probably have a place in employee training programmed, they should never be allowed to become a primary emphasis. They sometimes serve a good diversionary or stress-relieving purpose, but they are simply not in the same league with technical training that enhances the "how to" repertoire of employees.As illustrated by the preceding scenario, training sessions which deal with soft skills topics such as diversity and quality are often quite entertaining but seldom involve the kinds of hands-on experiences that help employees translate awareness into action. Role-playing, games and simulations help to present the ideas in a more palpable context, but they seldom precipitate the acquisition of useful skills. Those who attend such training rarely get a real "feel" for how to implement what is presented in a realistic context. As such, this type of training routinely amounts to nothing more than a rather expensive waste of everyone's time and money.It is important to remember that training should only involve tangible, hands-on skills and observable behaviors. Training goals and objectives should not involvefeelings and emotions. "To enhance the employee's appreciation of quality" is not an appropriate training objective. It is difficult to explain what "appreciation" is, much less how it can be taught within a skills-based context. The purpose of training is to enhance behaviors, not attitudes. Keep training objectives focused on skills and competences - attitudinal changes will occur spontaneously with time. Employee training programmed simply have no cause to delve into the affectivedomain.The role of the "training manager""Training manager" seems to be a fairly common job title in any company of considerable size. Many smaller companies also have individuals whose key responsibilities entail some form of employee training. Furthermore, most large corporations have a staff of several full-time professionals whose sole function is to assess training needs and institute training programmed based on the company's needs. While the length of time spent managing a training programmed tends to be related to company size and other factors, all training managers share at least one common characteristic. Eventually, they have to demonstrate the effectiveness of their training pursuits and thus justify the need for their position. This is, after all, the age of accountability.Few companies would seriously consider turning over their manufacturing operations to a person with no manufacturing experience. Yet many companies routinely entrust their training initiatives to managers who have little or no background, expertise, or formal education in the area of employee training. Management suddenly recognizes a need for training - or is informed of their need by corporate headquarters - and delegates the responsibility for implementing a training programmed to someone in human resources or a related department. While the selection of an appropriate training manager is indeed a crucial first step, it is only a beginning. Unwavering management support must permeate all phases of the training process.New training managers should make it a point to educate themselves about fundamental training concepts and techniques. Attendance at local or regional trainingconferences is a must. Consider taking a class or two at a local community college. Classes on teaching methods or establishing goals and objectives for training programmed would be appropriate. It would also be advisable to join relevant associations and other organizations that have employee training as their focus. Reading always helps, as does seeking advice from training managers at other companies. Pay particular attention to what has been successful, and what has not worked so well, at similar companies. Take a little time to prepare for the challenges that lie ahead and to anticipate the inevitable difficulties that will be encountered. Training is a process that can only be mastered through experience and practice.The strategic planOne of the training manager’s primary responsibilities involves the perpetual justification of employee training initiatives. To substantiate the effectiveness of a training programmed in relation to the resources that it requires, several areas must be addressed. It is imperative that the goals of training be in line with the company’s strategic plan. How those goals reinforce the larger mission of the company is also vital to the continued viability of the training programmed. Equally important is the ability to track both individual and collective employee progress to show explicitly how the acquisition of new skills and competences has a positive impact on productivity and quality. Having a comprehensive strategic training plan is absolutely essential.Time and other critical factorsSuccessful employee training programmed demand a significant investment in terms of both financial and human resources. They can also take up a great deal of time which can adversely affect production schedules and deadlines. Management is usually aware of these factors and therefore tends to question the necessity of employee training programmed when revenues are scarce and/or production demands are at a peak. Moreover, some companies decide on training topics based on session titles and/or other arbitrary considerations and predetermined time allotments. These are critical mistakes, but they are characteristic of many companies.Concluding thoughtsFinally, a well-designed training programmed has built-in reinforcement. It is not necessary to reinforce learning if the skills and competences emphasized during the training really assist employees in the performance of their job duties and responsibilities; i.e. if the employees are able to actually use what they have learned. External reinforcement only becomes necessary if the skills acquired are not instrumental in enhancing job completion.（节选）译文：设计有效的职工培训计划亚伦W.哈格赫，肯尼思J.马斯纳格和10年前相比，如今对新员工进行完善的入职培训已十分普遍。
