企业员工培训外文翻译文献.docx

1、企业员工培训外文翻译文献文献信息：文献标题：CONSTRUCTIVE TRAINING IMPLEMENTATION METHODOLOGIES FOR CORPORATE EMPLOYEES（企业员工建设性培训实施方法）国外作者：G Abhishek，CB Senthikumar文献出处：International Journal of Mechanical Engineering and Technology (IJMET), 2017, 8(3):8996字数统计：英文2346单词，12438字符；中文3782汉字外文文献：CONSTRUCTIVE TRAINING IMPLEMENTA

2、TION METHODOLOGIES FOR CORPORATE EMPLOYEESAbstract Every organization needs to have well trained and experienced people to perform the activities that have to be done. Thus employees training is not only an activity that is desirable but also an activity that an organization must commit resources to

3、 if it is to maintain a viable and knowledgeable work force. The concept of Training has changed from the time it got evolved. The delivery methodology is extremely important, as the success of the training is directly related to the methodology handled in the training program.Key words: Training Pu

4、rpose, Training Benefits, Training Methodology& Training Delivery Methods.1.INTRODUCTIONConducting training programs in the organization is becoming more crucial these days. Every organization wanted their people to grow well both in terms of technical skills & behavioural skills. Everyone will not

5、know everything when they get into the organization. With experience & effective training, an employee gets the knowledge & will start incorporating things in the work place. Without training the job becomes monotonous. Thus to make the work more conducive, training is becoming more mandatory. Train

6、ing is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It attempts to improve their performance on the current job of prepare them for an intended job. Training is everything th

7、at is done by and for staffs in order to maintain an extend their work related knowledge skills and capabilities. Training is a technique aimed at improving what the organization is doing, by improving the skills of individual and teams.2.THE MAJOR PURPOSES OF TRAININGTo Improve ProductivityPurposef

8、ul instruction can help employees increase their level of performance on their present assignment. Increased human performance often directly leads to increased operational productivity and increased company profit. Again, increased performance and productivity, because of training, are most evident

9、 on the part of new employees who are not yet fully aware of the most efficient and effective ways of performing their jobs.To Improve QualityBetter informed workers are less likely to make operational mistakes. Quality increases may be in relationship to a company product or service, or in referenc

10、e to the intangible organizational employment atmosphere.To Help a Company Fulfill its Future Personnel NeedsOrganizations that have a good internal educational programme will have to make less drastic manpower changes and adjustments in the event of sudden personnel alternations. When the need aris

11、es, organizational vacancies can more easily be staffed from internal sources if a company initiates and maintains an adequate instructional programme for both its non-supervisory and managerial employees.To Improve Organizational ClimateAn endless chain of positive reactions result from a well-plan

12、ned training programme. Production and product quality may improve; financial incentives may then be increased, internal promotions become stressed, less supervisory pressure ensure and base pay rate increases result. Increased morale may be due to many factors, but one of the most important of thes

13、e is the current state of an organizations educational endeavor.To Improve Health and SafetyProper training can help prevent industrial accident. A safer work environment leads to more stable mental attitudes on the part of employees. Managerial mental state would also improve if supervisors know th

14、at they can better themselves through company-designed development programmes.Obsolescence PreventionTraining and development programs foster the initiative and creativity of employees and help to prevent manpower obsolescence, which may be due to age, temperament or motivation, or the inability of

15、a person to adapt him to technological changes.Personal GrowthEmployees on a personal basis gain individually from their exposure to educational experiences. Again, management development programs seem to give participants a wider awareness, an enlarged skill, and enlightened altruistic philosophy,

16、and make enhanced personal growth possible.Thus the major purpose of training is to transmit the knowledge to the participants. This is not only for the technical programs. It can also be followed for the behavioural or soft skills training programs. Now the importance given to the soft skills train

17、ing is growing high as the cultural change plays a major role in defining the success of the organization. Thus along with technical training, the soft skills are also given more importance for the organizational growth.3.BENEFITS OF TRAININGHelps in an increased use of technology which results in h

18、igher production.it helps in additional hands to cope with an increased production of goods and services.Helps in higher performance of inexperienced, new joiners.Old employees need refresher training to enable them to keep abreast of the changing methods, techniques and use of sophisticated tools a

19、nd equipments.It helps the employees to do the work in a more effective way, to reduce learning time, reduce supervision time, reduce waste and spoilage of raw materials and produce quality goods and develop potential goods.It reduces grievances and minimizes rate of errors and mistakes.It maintains

20、 validity of an organization as a whole and raises the morale of its employees.It helps in assisting employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skill in a particular field.It helps in buildi

21、ng up a second line of competent officers and prepared them to occupy more responsible positions.To broaden the minds of senior managers by providing them with opportunities for an interchange of experiences within and outside with a view to correcting the narrowness of the outlook that might arise

22、from over specialization.4.TRAINING METHODOLOGY4.1.Traditional & Computer Assisted TrainingIn the early days the training methodology was more into class room session & they started using Computer Systems in mid 90s for conducting sessions. In the class room sessions, the facilitator will talk & peo

23、ple would be listening to it. Hardly people were given a chance to speak. When computer systems were used, people were more inclined towards knowing it as it was a new training concept for all.4.2.The E Learning EraOnce the computers were used in the training, there were lots of associations who cam

24、e with an E Learning methodology for learning. Here the participants can learn from anywhere. Initially, participants were forced to sit at once place & sessions will be conducted by a facilitator. But in the E Learning modules, the participants were given a flexibility options. Thus it was much mor

25、e flexible. This method is followed even now.4.3.Blended & Informal LearningThis was a combination of the above mentioned methodologies. The session was taken withClass Room TrainingUsing E Learning Tools like videos, audiosPower Point PresentationsHandoutsDiscussion ForumsThis mechanism was designe

26、d & formulated in abroad many years back. Now Indian Trainers have started involving their sessions on the tools mentioned above than relying only on Power Point Presentations. This is a successful methodology.4.4.Collaborative TrainingVery few trainers who are competent & having a great command in

27、their domain are coming into this methodology of training. This is done more on the Experiential Learning basis. It is the combination of all the above ways. Here trainers do not teach. They facilitate the participants to come out with their own learning outcome. Thus participants will be satisfied

28、by getting to know what they wanted. Most of the trainers are relaying on the conventional type of training program. This collaborative method is very easy for the participants to understand the concept. The prime focus of conducting the training program is to make the participants to understand & g

29、et the return on investment for the time they had spent & for the amount the organization has spent.Thus Successful Training = ROI Participants Time + Organizations Investment +Trainers Knowledge& Ability5.TRAINING DELIVERY METHODSThe training delivery methodology has changed from the time of incept

30、ion. Initially it was only through the Lecture systems. People had no option, than sitting in the hall & listening to the lecture. People make notes from the information said by the speaker/trainer. Anything to be specified, the trainers were using the white board to signify the same.Then when some

31、informative books came in the market, people started showing interest more in this as they can do reading at any point of it. They started making notes even from this & used the learning at the appropriate situations.Then the Audio Visual medium came. Along with the lecture, trainers show some video

32、s & power point presentations. This was inculcating lots of interest towards the subject. It was also easy for people to understand.In the Demonstration method, it was more like shown on how it has to be done. Most of the fields like Medicine, Chemical, Mechanical, etc., undergo the demonstrative method to make sure the learning reaches the audience at its best.After a point, trainers started implementing the Participative Approach in the training program. The teams would be formed based on the random/competencies/department basis. The participan